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Zimova, Natalia S., and Sofia M. Kalashnik. "The image of state high-tech corporations as a factor in the professional choice of modern youth." Alma mater. Vestnik Vysshey Shkoly, no. 1 (January 2024): 69–75. http://dx.doi.org/10.20339/am.01-24.069.
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The article is devoted to the analysis of the image of Russian high-tech state corporations, which in modern conditions are faced with the problem of attracting and retaining young specialists. One of the factors influencing the professional choice of young specialists is the image of corporations among young people. Based on the theory of social construction of reality and on articles on the formation of a corporate image, the authors highlight the social image of state corporations, which is formed spontaneously in the minds of young people under the influence of historical, social, cultural factors, and the image constructed by the management of state corporations using management technologies. Using the example of the state corporation Roscosmos, the authors identified and compared the social image among young people and the constructed image. In-depth interviews with representatives of the relevant departments of the Roscosmos corporation made it possible to identify the desired image for the corporation as an innovative and high-tech corporation that maintains its leading position in space, which is promising for young professionals. A questionnaire survey of Moscow youth revealed the predominance of a negative image of the company, which is especially pronounced among graduates of specialized educational institutions and young specialists in the aerospace industry. The identified discrepancy between the constructed image and the real image of the state corporation Roscosmos has a negative impact on attracting young specialists. The authors propose a number of measures aimed at solving the problem of constructing a positive image of state-owned high-tech corporations among young people.
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Theodore, John. "The Lack Of Industrialization, The Limited Number Of Private Corporations, And The Retardation Of Management In Private Business Enterprises In Greece." Journal of Business Case Studies (JBCS) 8, no. 2 (February 8, 2012): 169–76. http://dx.doi.org/10.19030/jbcs.v8i2.6803.
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The purpose of this article was to examine and evaluate how 1) the late arrival of industrialization in Greece and the subsequent de-industrialization of the country deterred the formation and expansion of private corporations and impeded the mergers of small private enterprises in creating larger ones in the corporate form of business and 2) how the limited presence of private corporations retarded the development of management. Corporations are created through a planned initial formation and/or through the mergers of smaller corporate and non-corporate entities, such as proprietorships, partnerships, and family-owned non-stock corporations. Subsequently, the ample factors of production within the corporation allow the formation of professional management and the principles of organization which result in advanced managerial and organizational performance.
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Greenwood, Royston, David L. Deephouse, and Stan Xiao Li. "Ownership and Performance of Professional Service Firms." Organization Studies 28, no. 2 (September 13, 2006): 219–38. http://dx.doi.org/10.1177/0170840606067992.
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Understanding the effects of ownership upon organizational performance is a well-established theme in organization theory, but comparison across ownership forms has been neglected. We develop hypotheses comparing public corporations, private corporations and partnerships and test them in a sample of large management consultancies. We find that private corporations and partnerships outperform public corporations. We attribute this difference to increased monitoring by owners and greater motivation by professional workers seeking ownership stakes. Contrary to Durand and Vargas (2003), we find that organizational complexity has neither a direct nor a moderating effect.
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Reshetnyk, N., N. Nasikan, O. Klymenko, K. Svitlychna, and T. Suslova. "STRATEGIC FINANCIAL MANAGEMENT IN THE ACTIVITIES OF CORPORATIONS." Financial and credit activity: problems of theory and practice 2, no. 37 (April 30, 2021): 134–41. http://dx.doi.org/10.18371/fcaptp.v2i37.229946.
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Abstract. The article substantiates the need to transform financial mechanisms in the formation of new approaches to strategic management. The factors influencing the development of strategic activities of corporations and the shortcomings of the implementation of financial strategies in the face of change are identified. The aim of the article is to determine an effective model of strategic financial management of corporations in modern conditions of change to improve the system of strategic management of corporations. The methodological basis for the calculations are the ratings of Global 100, Forbes, NPS benchmarks, Sustainable Ukraine, applied research of the Professional Association of Corporate Governance, the Center for CSR Development.Based on the analysis of development strategies of the world’s sustainable leading corporations, the main strategic directions of their activities have been identified. To determine the importance of the components of strategic financial management of corporations in ensuring sustainable development, the authors analyzed the financial performance of global corporate leaders (Chr. Hansen Holding A / S, Kering SA, Neste Corporation, Ørsted, GlaxoSmithKline plc) and Ukrainian corporate leaders (DP «NAEK “Enerhoatom”», PrAT «Ukrhidroenerho», TOV «Kernel», IP «Koka Kola Beveridzhyz Ukraina Limited», «Karlsberh Ukraina»): market capitalization, profit, customer loyalty / brand reputation. In the conclusions, the authors noted the need to increase the effectiveness of strategic financial management of Ukrainian corporations in modern conditions of change, which requires tracking of external financial risks, constant adjustment of strategic directions of corporations taking into account the concept of sustainable development. Keywords: strategic management, financial management, corporations, sustainable development. JEL Classification G3, O16, G15 Formulas: 1; fig.: 1; tabl.: 2; bibl.: 14.
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Mitrofanov, D. А. "Codes of Professional Ethics in the System of Regulation of Corporate Relations." Journal of Law and Administration 20, no. 1 (May 31, 2024): 147–58. http://dx.doi.org/10.24833/2073-8420-2024-1-70-147-158.
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Introduction. The article presents a study of the feasibility of having corporate codes of ethics in corporations that have different statutory goals, examines questions about the correlation between business and moral rules, the role of ethical codes in the management of corporations, the practical benefits, “payback” of codes and attracting investments.Materials and methods. The methodological basis of the study was the following general scientific and special methods of cognition of legal phenomena and processes: the method of system-structural analysis; method of synthesis of social and legal phenomena; comparative legal method; formal logical method.Research results. As a result of the study, the Author came to the conclusion that the presence of codes of professional ethics is an indicator of the moral maturity of a society (in our case, a corporation), which can independently regulate the behavior of its members without the help of the state.Regardless of the degree of connection between codes of ethics and federal legislation, their blanket nature or sovereignty, corporate codes of ethics remain one of the most important tools for managing the activities of a corporation and regulating corporate relations.Examining the codes of ethics of corporations, it can be stated that, when integrated with the law, they have a positive impact on increasing the efficiency of the corporation and the formation of a morally oriented corporate culture.The inclusion of ESG principles in corporate codes of ethics increases the company’s responsibility in the field of environmental protection and brings corporations to a new level of social significance. In turn, this leads to the socialization of the business and helps to increase the business reputation of the corporation.Discussion and conclusion. The study of corporate codes of ethics allows us to draw conclusions that, having the status of a corporate regulatory legal act, it is a flexible and full-fledged tool for managing a corporation.The interaction of law and morality in corporations is implemented through a new model of influence on management, where the norms of ethics and morality are intertwined with legal mechanisms to achieve a synergistic effect - the formation of a unique corporate culture.The practical uniformity of the categories of morality and ethics used in corporate codes of ethics provides grounds for the development of universal ethical principles for their mandatory use in these acts.
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Donaldson, Thomas. "Are Business Managers “Professionals”?" Business Ethics Quarterly 10, no. 1 (January 2000): 83–94. http://dx.doi.org/10.2307/3857697.
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Abstract:This paper examines two issues about professionalism and business that appear at first blush to be entirely separate. The first is the question of who counts as a “professional,” and whether, in particular, business people are “professionals.” The second issue is how acknowledged professionals that regularly interact with business, such as accountants, lawyers, and physicians, can find the moral free space necessary to maintain professional integrity in the face of financial pressures. Conflicts of interest for professionals working in corporations recur with disturbing regularity, and often have serious consequences. In the end I will show how both issues share a common solution. The solution involves understanding the normative function of the manager in the modern corporation, a function, I will argue, made more conspicuous by work over the last two decades done in the areas of stakeholder theory, corporate social performance (CSP), and social contract theory. The remainder of the paper is devoted to articulating these two problems and clarifying their common solution.
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Rekunenko, I., I. Kobushko, S. Rybalchenko, V. Ryzhkov, and A. Ismailova. "MANAGEMENT OF MOTIVATION OF PROFESSIONAL DEVELOPMENT OF THE PERSONNEL OF THE ORGANIZATION." Vìsnik Sumsʹkogo deržavnogo unìversitetu 2021, no. 3 (2021): 254–62. http://dx.doi.org/10.21272/1817-9215.2021.3-29.
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The company's activities fully ensure the professional development of staff, which has a positive effect on the motivation of all employees. Accordingly, it proves once again that the managers of successful corporations and firms are well aware that today it is not enough to stimulate the labor activity of staff. In the conditions of rapid aging of knowledge, global innovative changes it is extremely important to ensure the subordination of motivational management to the tasks of continuous professional development of staff. The basic principles of motivation of professional development of employees are analyzed and the system of motivation of personnel of Azercell Telecom LLC is improved and it is determined that the company's activity fully provides professional development of personnel, which has a positive effect on motivation of all employees. Accordingly, the managers of successful corporations and firms are well aware that today it is not enough to stimulate staff work, because in the rapidly aging knowledge, global innovation change is extremely important to ensure the motivation of motivational management to continuous professional development.
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Gomes, Luiz Flávio Autran Monteiro, Luís Alberto Duncan Rangel, and Rogério Lúcio Jerônimo. "A study of professional mobility in a large corporation through cognitive mapping." Pesquisa Operacional 30, no. 2 (August 2010): 331–44. http://dx.doi.org/10.1590/s0101-74382010000200005.
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Decisions which are made by executives in large corporations regarding professional mobility cause changes to both their personal and professional lives. This research was carried out with the aim of creating the structuring of a professional mobility problem through the use of a decision support tool, the cognitive mapping. Through the use of this tool, a decision making structure for professional mobility was developed, taking into consideration some important aspects of this process. The cognitive mapping proposed here was a problem structuring tool which leads decision makers to a greater understanding of the problem, giving them support towards good decision making in professional mobility. Through the research carried out it was possible to identify the principal factors which lead these professionals to a professional mobility decision which is as coherent and consistent as possible with the subjective aspects of their professional reality.
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Saraswat, Satya Prakash. "Reflections on Spiritual Foundations of Human Values for Global Business Management." Vision: The Journal of Business Perspective 9, no. 3 (July 2005): 1–9. http://dx.doi.org/10.1177/097226290500900301.
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Recent financial scandals at large multinational corporations such as Enron and WorldCom have brought into focus the need for “ethical” management in multinational corporations. For a deeper understanding of the issues, the spiritual foundation of ethics also need to be included in the academic dialogue and professional practice. In the Western countries, the discussion of spirituality in management is often limited to the Judeo-Christian tradition. With India and China becoming important players in the global economy, their spiritual traditions need to be included in the discourse to make it more comprehensive and relevant. This paper identifies fourteen principles of ethics from the Bhagavad-Gita and argues that it can be assimilated in the management practices of global corporations from a non-sectarian perspective. It identifies the sources of Hindu spirituality relevant to global business management, adumbrates the architecture of spirituality for business ethics, and provides an intellectual justification for a discussion of Hindu spirituality in relation to management.
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Coombs, H. M., and J. R. Edwards. "The audit of municipal corporations – a quest for professional dominance." Managerial Auditing Journal 19, no. 1 (January 2004): 68–83. http://dx.doi.org/10.1108/02686900410509820.
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ASTAFICHEVA, E. Y. "SOCIAL AND PSYCHOLOGICAL ADAPTATION OF PERSONNEL AS A FACTOR IN THE EFFICIENCY OF ORGANIZATIONAL INTERACTION." Central Russian Journal of Social Sciences 15, no. 6 (2020): 201–16. http://dx.doi.org/10.22394/2071-2367-2020-15-6-201-216.
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The purpose of the study: analysis of the mechanism of socio-psychological adaptation of personnel as a factor in ensuring the effectiveness of organizational interaction in corporations. The subject of research: corporate relations that develop in the process of social and psychological adaptation of personnel. Social and psychological adaptation of personnel requires special, organizationally separate attention of corporate management. The personnel adaptation process should not be "let loose" or be mixed with the professional adaptation of workers. The management of the corporation must have a planned program of action specifically aimed at ensuring the social and psychological adaptation of personnel to changes. As a result of the study, it was substantiated that socio-psychological adaptation as an institution of organizational behavior has an internal structure, the most significant components of which are the adaptation of “newcomers”, their “entry into the team”; development by employees of new job duties due to internal corporate changes; staff getting used to the new conditions of the corporation.
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Gaurav, Akshat, and Prabin Kumar Panigrahi. "Analysis of Security Paradigms for Resource and Infrastructure Management in Global Organizations." Journal of Global Information Management 31, no. 2 (March 31, 2023): 1–11. http://dx.doi.org/10.4018/jgim.320528.
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There is widespread agreement that information systems are the lifeblood of the global economy, providing businesses with a crucial competitive edge in international markets and giving the world's governments and corporations of the 21st century the foundation they need to ensure the safety of their citizens and deliver superior services. Despite their importance, information systems face significant risks within and outside of the company. The best security methods can be circumvented by professional hackers, as the complexity of security attacks, the number of vulnerabilities, and the absence of implementation of quality information security management within companies have expanded substantially in recent years. For the sake of this discussion, the authors examine several security paradigms designed by scientists to protect the operations of multinational corporations.
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Zeyu, Chen, and Huang Ziyuan. "Assessment of Salient Problems Associated with the Separation of Ownership and Control of Modern Cor-porations: Evaluation of Solutions and Their Effectiveness." Advances in Economics, Management and Political Sciences 43, no. 1 (November 10, 2023): 156–64. http://dx.doi.org/10.54254/2754-1169/43/20232149.
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This paper examines the salient problems related to the separation of ownership and control of modern corporations, as discussed in the books The Wealth of Nations and The Modern Corporation and Private Property. It qualitatively analyzes past empirical studies and evaluates the effectiveness of various solutions aimed at alleviating the separation between ownership and control. The analysis reveals that the agency relationship between shareholders and organizational managers underpins the phenomenon of ownership and control separation in modern companies. This separation offers several benefits, including ensuring business sustainability through professional management, efficient decision-making, and maximizing physical capital. Additionally, numerous mechanisms have proven effective in managing these issues. The paper explores management ownership and incentives, independent ownership, and institutional ownership as solutions that they have been found to reduce institutional problems and manage risk avoidance.
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Yoon, Kyung Hee, Sung-Ho Oh, and Bo-Young Kim. "The Influence Of Job Insecurity On Career Commitment And Attitude In Multinational Corporations." Journal of Applied Business Research (JABR) 34, no. 1 (December 29, 2017): 81–98. http://dx.doi.org/10.19030/jabr.v34i1.10096.
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As the perception of lifelong work shifts into lifelong career in the job insecurity market, the career development of employees through professional and competitive career management has become more important than being loyal to a lifelong work. Furthermore, in the case of multinational corporations, such as differentiation from the head office policy, cultural differences in labor relations, and the liquidity of business withdrawal, such a feature has a higher possibility of job insecurity than general companies. Therefore, the purpose of this study is to verify empirically how job insecurity influences career commitment and career attitude through individual, job and career characteristics as intermediation with the members of multinational corporations as objectives. For this purpose, a total of 366 questionnaire data that targeted 27 multinational corporations were collected and analyzed. The result shows that the job insecurity of multinational corporations affects individual characteristic rather than job or career characteristic, and it is confirmed that individual characteristic has an effect on career commitment and career attitude. In the end, multinational corporations, unlike ordinary domestic companies, need active organizational career development program that corresponds to an open corporate culture as well as innovative and open systems and policies that balance both internal and external networking activities in terms of human resource management of corporations.
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Sabirova, Fairuza, Marina Vinogradova, Anastasia Isaeva, Tatiana Litvinova, and Sergey Kudinov. "Professional Competences in STEM Education." International Journal of Emerging Technologies in Learning (iJET) 15, no. 14 (July 31, 2020): 179. http://dx.doi.org/10.3991/ijet.v15i14.13527.
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The ongoing changes in the modern world - represented with nano-, bio-, info- and cognitive technological development - requires a certain skill set, mastering of which is necessary for any professional and above all - a STEM-specialist. Thus, alongside the technological advancement, leading global corporations seek to employ candidates exhibiting particular soft-skills, among which leadership and emotional intellect are in especially high demand. The purpose of the article is to formulate a comprehensive STEM portfolio, consisting of soft, emotional and leadership skills (SELS). Consequently, a new method of developing leadership skills in the STEM educational process is offered. As opposed to traditional methods of management, the new approach is based on the principle of emotional intellect, thus allowing to influence employees on a level that engages them personally, hence more effectively. The offered methodology is applicable in both educational and corporal spheres of professional STEM activity.
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АЛЕКСАНДРОВА, Н. M., M. В. АЛЕКСАНДРОВА, Н. Л. ДРАБ, and Т. В. ДАВИДЕНКО. "Developing and enhancing top management Soft Skills at Raiffeisen Bank International." Higher Education of Ukraine in the Context of Integration to European Educational Space 90, (І) 2 (December 29, 2022): 256–67. http://dx.doi.org/10.38014/osvita.2022.90.25.
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In the article the authors analyze the issue of improving the qualifications of top management, types of training and improvement of professional skills and competences on the example of the Raiffeisen International Group. The essence and peculiarities of the functioning of international financial corporations are studied, the main and key social skills and soft skills are distinguished. The conditions of preparing and training top managers are considered and specified, special attention is paid to studying and observing principles of proper corporate governance practices.
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Solodovnikov, S. Yu, and Xu Jing. "Corporate governance in multinational corporations: Current approaches to interpretation." Economics and Management 29, no. 3 (April 7, 2023): 308–17. http://dx.doi.org/10.35854/1998-1627-2023-3-308-317.
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Aim. The presented study aims to develop the theoretical foundations of corporate governance in transnational corporations (TNCs) in the context of specifying the economic content of this concept based on a critical analysis of existing approaches to its interpretation.Tasks. The authors systematize and critically analyze existing approaches to the interpretation of corporate governance of TNCs; clarify the definition of corporate governance based on the organizational and socio-economic peculiarities of modern TNCs.Methods. The methodological basis of this study includes subjective, historical, and civilizational approaches. The study uses the methods of analysis, grouping, and systematization. The materials used include works of well-known scientists and economists on the problem under consideration.Results. The authors critically analyze literary sources on the problem of identifying the economic essence of corporate governance of TNCs. Four major approaches to the interpretation of corporate governance reflecting the evolution of this phenomenon are identified and described: center-right approach (corporate governance is considered as a legalized voluntary agreement between the owners and the executive body in connection with the management of the corporation’s economic activities); managerial approach (corporate governance serves to resolve the conflict of interests between shareholders acting as real owners and professional managers who actually manage the corporation); shareholder-centered aprroach (corporate governance is considered from the perspective of shareholders’ interests and the growth of stock prices in the stock market is used as the main criterion of TNC performance; socially oriented approach (emerged in response to the growing rejection of social inequality by the population and employees as a result of the TNCs’ focus on maximizing profit, environmental problems, strengthening of ideological and political opponents of the neoliberal economy; this approach comprises many concepts, such as the concept of corporate social responsibility, corporate social capital, knowledge network theory, and the concept of the company participation). As the theory and practice of corporate governance developed, the emphasis in its interpretation shifted from owners to managers, from managers to shareholders and, finally, from shareholders to a wide range of interested parties (the state, the local community, employees, contractors).Conclusions. Based on the analysis of viewpoints and the study of the distinctive characteristics of modern corporate governance, the following refined definition is proposed: corporate governance of TNCs is the organizational and economic relations between professional top managers, capital owners, labor collectives, public administration bodies, and other stakeholders in the context of the implementation of the corporation’s strategic goals by ensuring the effeciency of the mechanism for making effective decisions and monitoring the results.
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Palte, Reimar, Michael Hertlein, Stefan Smolnik, and Gerold Riempp. "The Effects of a KM Strategy on KM Performance in Professional Services Firms." International Journal of Knowledge Management 7, no. 1 (January 2011): 16–34. http://dx.doi.org/10.4018/jkm.2011010102.
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Knowledge management (KM) is a critical issue in professional services firms (PSFs). Many researchers define a KM strategy as a crucial driver of KM success in corporations. Research demonstrates that there is a positive relationship between KM strategy and the performance of KM processes, which are both closely related to KM success. In the longitudinal benchmark survey presented in this paper, based on an integrated KM framework and focusing on PSFs, the authors found evidence of such an effect, that is, KM strategy’s impact on KM success.
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Schneider, Andreas. "Behaviour Prescriptions versus Professional Identities in Multi-cultural Corporations: A Cross-cultural Computer Simulation." Organization Studies 23, no. 1 (January 2002): 105–31. http://dx.doi.org/10.1177/017084060202300106.
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There is a strong focus on cognitive, language-based, information processing in organizations. Acknowledging the gut decision of managers, this article introduces a symbolic interactionist framework that allows the investigation of organizational behaviour based on affective meaning, on emotion-generated implications. Unlike most symbolic interactionist approaches, affect-control theory is based on rigorous mathematical formalization that allows precise empirical methodologies. The effectiveness of this affective model is demonstrated in a multicultural setting where cultural differences and language differences make communication within the organization difficult. Computer-based simulations of interaction address the problems that managers experience following culture-centric behaviour prescriptions instead of using the affective meaning of their professional identities as guidance for their behaviour.
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Schneider, A. "Behaviour Prescriptions versus Professional Identities in Multi-Cultural Corporations: A Cross-Cultural Computer Simulation." Organization Studies 23, no. 1 (January 1, 2002): 105–31. http://dx.doi.org/10.1177/0170840602231006.
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Rajandran, Kumaran. "Coercive, mimetic and normative: Interdiscursivity in Malaysian CSR reports." Discourse & Communication 12, no. 4 (March 12, 2018): 424–44. http://dx.doi.org/10.1177/1750481318757779.
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Malaysian corporations have to disclose corporate social responsibility (CSR), and a typical genre for disclosure is CSR reports. These reports incorporate other discourses which indicate the presence of interdiscursivity. The article examines interdiscursivity in Malaysian CSR reports. It selects the CSR reports of 10 major corporations and pursues an interdiscursive analysis which involves four sequential stages. CSR reports contain discourses of public relations, sustainability, strategic management, compliance and financial accounting. Although the discourses are often multisemiotic, language maintains primacy in content, while image tends to exemplify or simplify content. These discourses constitute an interdiscursive profile, and it has central and auxiliary discourses. The central discourse is public relations discourse, and it promotes corporations helping and not harming society. The auxiliary discourses are sustainability, strategic management, compliance and financial accounting discourses, and these discourses mitigate the promotional focus. Interdiscursivity enables the primarily promotional CSR reports to not seem overtly promotional. The choice of discourses is probably influenced by coercive, mimetic and normative reasons. These discourses enhance the reliability of CSR reports because their disclosure is anchored to various CSR aspects, international or reporting practices and professional domains. Interdiscursivity helps to build stakeholders’ confidence in disclosure and, therefore, in corporations. It joins other functions in CSR reports to convey corporations as agents of positive social change. The article also probes the relationship between interdiscursivity and intertextuality and advances a matrix of intertextual–interdiscursive use.
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Mustafa M. Bodrick, Ibrahim Alhabib, Mohammed Alsuhaim, Hani Alqarni, and Yasir S. Almuways. "Why Professional Branding: What difference will it make for me (as Gen Z)?" Journal of Business and Management Studies 6, no. 3 (May 24, 2024): 119–24. http://dx.doi.org/10.32996/jbms.2024.6.3.13.
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This article discusses professional branding that is rooted in marketing aimed at helping professionals differentiate themselves from others through personal branding to project their uniqueness and related values. It streamlines the process behind creating a robust profile that enhances simple elements of a resume by providing distinctive information to corporations or target markets. Furthermore, the article highlights the two broad theoretical underpinnings of personal branding: marketing-based and self-presentation behaviors. Marketing-based definitions frame the individual as a product to be marketed, while self-presentation-based definitions emphasize the formation of a person's public persona through strategic relationship management. Additionally, the article portrays personal branding as a defined set of individual characteristics, attributes, values, and beliefs crafted into a narrative and imagery that establishes a competitive advantage by influencing the perceptions of a targeted audience. It concludes that professional branding is an effective personal tool for individual differentiation and advancement in a highly globalized employment environment, particularly for Gen Z individuals with Arab cultural backgrounds in STEAM professional fields.
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Wright, Claire, and Hannah Forsyth. "Managerial Capitalism and White-Collar Professions: Social Mobility in Australia’s Corporate Elite." Labour History: Volume 121, Issue 1 121, no. 1 (November 1, 2021): 99–127. http://dx.doi.org/10.3828/jlh.2021.20.
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This article considers the interdependence of managerial capitalism with the historical constitution of professional work in Australia. Using data on the composition of the boards of Australia’s largest companies between 1910 and 2018, we show a deep connection between the managerial class and the top layers of professional hierarchies. Professionals in Australia forged a managerial-capitalist elite within large corporations, relying on a combination of professional expertise and signals of legitimacy that were enabled through higher education and accreditation structures. Relatively low levels of professional enclosure in the late nineteenth and early twentieth centuries created opportunities for Australians from middle- and working-class backgrounds to move into the capitalist elite. These opportunities were reduced significantly from the 1980s onwards as pathways to managerial roles themselves enclosed and as managerialism - as a mode of production - increasingly dominated global capitalism. The result was that by the end of the twentieth century, Australia’s corporate elite more closely resembled the rest of the world’s in its homogeneity and inaccessibility. This demonstrates the central role of professions in the reproduction of Australian capitalism over time, and the influence of professional enclosure on social mobility and inequality.
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Kruessmann, Thomas. "Internal Investigations in Compliance Matters: What Role for Legal Professional Privilege in Europe?" European Business Law Review 32, Issue 2 (April 1, 2021): 389–418. http://dx.doi.org/10.54648/eulr2021014.
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Information is key to understanding possible wrongdoing in corporations. When allegations of wrongdoing occur, management often invites external counsel to conduct internal investigations because legal professional privilege is seen as crucial in protecting information. In the post-Brexit EU, the objective scope of such privilege is under debate while there is little alignment with developments in the UK. This paper will explore what the deepening divide in the understanding of legal professional privilege may mean. It proposes a policy model, summarizes recent developments in England and Germany and comes to some refined conclusions to serve a broader comparative analysis of internal investigations.
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Horr, May El, and Jean-François Lemoine. "Developing an Organizational e-Learning Usage Model: A Qualitative Study on the Case of Lebanon." International Journal of Information and Education Technology 13, no. 7 (2023): 1117–28. http://dx.doi.org/10.18178/ijiet.2023.13.7.1912.
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The study aims to investigate the factors that impact e-learning adoption among employees in Lebanese corporations. While prior research has mainly focused on developed countries, this study aims to fill the gap in understanding e-learning adoption in the context of Lebanon. A qualitative exploratory study was carried out with 12 employees and managers from four organizations using e-learning solutions. The study identified several key factors that influence positive attitudes towards e-learning, including management support, recognition, access to resources, and more. A model based on the Technology Acceptance Model 3 was then proposed to better understand e-learning usage within Lebanese corporations and provide guidance on improving e-learning adoption rates. To enhance e-learning adoption among employees, it is recommended that Lebanese corporations prioritize management support and recognition, establish regular monitoring practices, improve communication, provide relevant and quality content, implement user-friendly and interactive platforms, incorporate gamification elements and recognition tools, reduce barriers, and emphasize the personal and professional benefits of e-learning. It is important for corporations to continuously monitor and adapt their e-learning strategies to fit the subjective norms and social environment of their employees. This study offers valuable insights and practical guidance for corporations looking to implement e-learning solutions and improve adoption rates among their employees. It serves as a reference for future research on e-learning adoption in Lebanon and highlights the need to understand the factors that influence e-learning adoption to improve the success of e-learning programs and enhance organizational performance and employee development.
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Kolychev, V. D., I. O. Belkin, and R. S. Udovidchenko. "Specificity and Effectiveness of the Programs for the Development of Managerial Competencies of Personnel Reserve." Vysshee Obrazovanie v Rossii = Higher Education in Russia 28, no. 11 (December 3, 2019): 134–43. http://dx.doi.org/10.31992/0869-3617-2019-28-11-134-143.
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The article analyses the experience of the National Research Nuclear University «MEPhI» (hereinafter the University) in the field of formation of managerial competences of the personnel reserve. The authors dwell on the features of implementation of training and developing programs in the field of additional professional education, discuss the issues of the efficiency and effectiveness of realization of training actions. The model of formation and development of the personnel reserve of the University is oriented primarily on solving the problems of increasing competitiveness by enforcing the competencies of high-potential employees in the following key spheres: performance management, goal-setting, motivation, effective communication, time management, planning, organization and control. The model is based on the best practices of domestic and foreign high-tech corporations and educational organizations, primarily using the experience of Rosatom State Atomiс Energy Corporation. The personnel reserve is considered as a competitive advantage in improving the efficiency and effectiveness of activities within the framework of strategic development and implementation of target promising high-tech and knowledge-intensive projects and programs.
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Lécuyer, Christophe. "High-Tech Corporatism: Management–Employee Relations in U.S. Electronics Firms, 1920s–1960s." Enterprise & Society 4, no. 3 (September 1, 2003): 502–20. http://dx.doi.org/10.1017/s1467222700012696.
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In this article I examine corporative management practices in electronics firms in Boston and in Silicon Valley from the 1920s to the 1960s. Managers in several key firms developed these practices in response to political and professional ideologies and as a way to address the problems of hiring, using, and retaining a highly skilled work force. They did this independently of the welfare capitalism plans of corporations such as Eastman Kodak and before the guru theorists and work empowerment programs of the 1960s. The corporatist methods first developed in Boston and further refined in Silicon Valley later diffused to most U.S. firms in the software, computer, Internet, and biotechnology industries.
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Banghart, Scott, Michael Etter, and Cynthia Stohl. "Organizational Boundary Regulation Through Social Media Policies." Management Communication Quarterly 32, no. 3 (April 2, 2018): 337–73. http://dx.doi.org/10.1177/0893318918766405.
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Digital ubiquity and penetration across spatio-temporal boundaries have exacerbated the need for a clearer understanding of where the boundaries of personal, professional, and public communication begin and end. Indeed, boundary specifications have become an iconic problematic for organizational control and employee communication in the age of social media. In response, corporations increasingly issue policies that aim to regulate when, where, how, and what employees communicate in online environments. We argue that these policies are forms of organizational boundary regulation. Drawing on a content analysis of 112 social media policies from the world’s largest corporations, we examine the boundary logics articulated in these policies to delineate corporate spheres of influence. Next, we show how boundary logics relate to directives for employee speech, self-expression, and relational engagement. We discuss how the boundary logic framework contributes to our understanding of the expansion of corporate control across multiple life domains in the digital age.
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Martynov, V. G., and V. S. Sheinbaum. "Responsibility as a Key Competence of the 21st Century Engineer." Vysshee Obrazovanie v Rossii = Higher Education in Russia 31, no. 2 (February 23, 2022): 107–18. http://dx.doi.org/10.31992/0869-3617-2022-31-2-107-118.
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The growing anthropogenic impact on the environment, the consequences of which are often written and spoken of as frightening, even apocalyptic, has actualized the discourse on responsibility – of humanity as a whole, states, their governments, parliaments and other institutions, individual corporations, each person. The environmental agenda, responsible nature management, ecosystem thinking are at the center of their conflicting interests.It seems that engineering education should also focus on this issue. However, when analyzing the Federal State Educational Standards, it is found that the development of social and professional responsibility of students is not recorded as a necessary result of their training. Recently, professional standards have become a benchmark for higher education in terms of regulating the professional competencies of university graduates. The professional standards should define the level of employee’s responsibility, which serves as a defining characteristic of the qualification.Thus, there is a discrepancy between FSES and professional standards iregarding one of the key engineering competencies. This article focuses on this topic.
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Ma, Zhiming, Hong Zhang, Weiguo Zhong, and Kaitang Zhou. "Top Management Teams’ Academic Experience and Firms’ Corporate Social Responsibility Voluntary Disclosure." Management and Organization Review 16, no. 2 (April 13, 2020): 293–333. http://dx.doi.org/10.1017/mor.2019.58.
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ABSTRACTCorporate social responsibility (CSR) disclosure is becoming increasingly important for modern corporations. Focusing on voluntary CSR disclosure and drawing on upper echelons theory, we propose that voluntary CSR disclosure is the manifestation of managerial preferences (e.g., managers’ professional ethical values and standards). Specifically, we argue that top executives with an academic background tend to have higher professional and ethical standards than their non-academic counterparts. These standards lead them to act with self-restraint and to perceive CSR disclosure as an opportunity rather than a threat. Compared with non-academic executives, therefore, top executives with an academic background provide stakeholders with more CSR information. Based on a sample of publicly listed firms in China, we find a significant difference in voluntary CSR disclosure between firms led by academic executives and firms without academic top executives. This difference is smaller for firms that are state-owned, firms that are audited by large audit firms, and firms with greater analyst coverage. We contribute to the literature on CSR voluntary disclosure by providing an in-depth analysis of the effects of top management teams’ academic backgrounds.
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McKenna, Christopher D. "The World's Newest Profession: Management Consulting in the Twentieth Century." Enterprise & Society 2, no. 4 (December 2001): 673–79. http://dx.doi.org/10.1017/s1467222700005322.
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In 1930 Business Week alerted its interested readers to a new professional service: management consulting. As the writers at Business Week explained, the existing system of business professionals had become so complicated that, according to James McKinsey at the University of Chicago, a new type of professional was “increasing in numbers and influence . . . the adviser that tells business what other advisers to use and when.” Although Business Week would go on to chronicle the rise of management consulting over the next seventy years, consultants would continue to style themselves as an emerging profession through the end of the twentieth century.My dissertation title, “The World's Newest Profession,” plays off both the longstanding perception that consulting is an emerging profession and the widespread apprehension that consultants' advice is little more than corporate pandering. In response to these concerns, I address both the origins of management consultants and their influence on the strategies, structures, and operations of large bureaucratic organizations. Because the institutionalization and professionalization of management consulting occurred within firms, not among solo practitioners, I focus on management consulting firms like McKinsey & Company; Booz, Allen & Hamilton; and Arthur D. Little, Inc., which have advised large corporations since the 1920s. During the 1920s and 1930s these consulting firms were integral in reorganizing many of the largest companies in the United States, including General Motors, Swift, U.S. Steel, and Sears. By the 1960s the use of American management consultants had expanded beyond their initial domestic corporate clients to include international nonprofit organizations, businesses, and governments as diverse and influential as Air France, the Bank of England, Volkswagen, the University of Liberia, and the Government of Tanzania.
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Hafez Attallah Al-NadyBaha, Baha`a Abdul, Sulieman Ibraheem Shelash Al-Hawary, and Main Naser Alolayyan. "Strategic Management as a key for Superior Competitive advantage of Sanitary Ware Suppliers in Kingdom of Saudi Arabia." INTERNATIONAL JOURNAL OF MANAGEMENT & INFORMATION TECHNOLOGY 7, no. 2 (November 30, 2013): 1042–58. http://dx.doi.org/10.24297/ijmit.v7i2.3237.
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Strategic Management has become an essential nowadays as managerial techniques have been developed and used successfully by many of professional business corporation such as General electric and the Boston Consulting Group. Initially strategic Management was of most use to professional corporations operating in multiple industries. Increasing risk of error, costly mistakes, misunderstanding market needed and even economic ruin are causing todays professional managers in all organizations to take Strategic Management seriously in order to keep their companies competitive in an increasingly volatile environment. In this study we will focus on Suppliers who deal with sanitary ware (Bathroom accessories, Mixers, Bathtub) in Makkah and Jeddah Cities, Kingdom of Saudi Arabia. Mostly people in Makkah and Jeddah Cities prefer to purchase from various outlets vendors / retailers who are available usually in same area, according to their convenience, preference and selection. Increases in expectations and changing culinary style of consumers make the Sanitary Ware (Bathroom accessories, Mixers, Bathtub) business dynamic in general. Despite the increasing interest in the area there are very little researches on Superior Competitive Advantage of sanitary ware vending service in our domestic market. Keeping these conditions in view, this study tries to explore the current scenario in which Sanitary Ware (Bathroom accessories, Mixers, Bathtub) has become a flourishing business for a lot of Suppliers as it has been successful in attracting a large mass of customers and projects.This study analyses Strategic Management as the key for Superior Competitive Advantage of Sanitary Ware (Bathroom accessories, Mixers, Bathtub) in Makkah and Jeddah Cities. The present survey has been done with 112 retailers who purchase sanitary ware from sanitary ware suppliers companies in Makkah and Jeddah Cities. It identifies the most relevant understanding of StrategicManagement as the key for Superior Competitive Advantage, and determines their influence in choosing of Sanitary Ware outlets. The results show that Strategic Management as independent variable has a positive influence on Superior Competitive Advantage of Sanitary ware suppliers in Makkah and Jeddah Cities.
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Laptev, V. A., S. Yu Chucha, and D. R. Feyzrakhmanova. "Digital transformation of modern corporation management tools: the current state and development paths." Law Enforcement Review 6, no. 1 (March 24, 2022): 229–44. http://dx.doi.org/10.52468/2542-1514.2022.6(1).229-244.
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The subject. Digital technologies have been integrated into all aspects of public life, including politics, law, finance, business, education, science, and society. Yet, digitalization exerts an even greater impact on the economy, which should prompt the State, represented by its legislative and executive bodies, to take timely action to ensure the legal regulation of diverse aspects of the digital economy. Digital transformation of the economy has redefined the approaches to the issues of legal capacity, corporate governance and management of business processes. Traditional management mechanisms are no longer competitive, unless used in conjunction with dynamically developing digital technologies.This article explores the issues related to digital legal personality of a corporation (online registration (e-residency) of corporations and the digital footprint that companies leave in public registers), digital corporate governance, and discuss the operation of digital corporations, including networked and decentralized autonomous organizations. The authors distinguish three types of digital corporate governance: remote management (exercised by human individuals), smart management (based on algorithms designed by human engineers), and artificial intelligence (AI) management (that does not require human involvement). Some tools of digital corporation management are illustrated, replacing traditional forms of management of the human cognitive system. Finally, we provide an overview of the operational characteristics of decentralized autonomous organizations.Purpose of the research. This article is devoted to the transformation of management tools for modern corporations in the digital economy. In order to comply with the Russian corporate legislation of the existing digital reality, it is necessary to develop a comprehensive scientific and legal concept of corporate governance, ensuring the balance and protection of the rights and legitimate interests of all participants in corporate relations and others related to corporate relations, as well as increasing the transparency and efficiency of corporations.Methodology. The methodology of this study was based on the following methods of scientific knowledge: general scientific empirical methods (observation (over the course of development of the use of digital technologies in corporate law), comparison (of the effectiveness of the use of digital technologies in corporate law of different countries)); methods of theoretical knowledge (analysis (of advantages and disadvantages of digitalization of individual institutions of corporate law), formal legal method (in the formulation and research of various concepts, determination of their characteristics and classification), theoretical modeling (of the prospects and areas of possible application of digital technologies in corporate law).The main results. Digitalization of corporate management is bound to increase business profitability and improve competitiveness on the market. We believe that in the coming years science will have to tackle the issues of assessing the implications of the introduction of digital technologies, determining technical, economic and legal prerequisites for their implementation, and identifying their limits. In addition, issues related to professional training / retraining of personnel capable of working with modern technologies are of importance.Conclusions. The authors came to the conclusion that the main direction of improving corporate legislation in the context of digitalization is currently the creation and provision of conditions for effective interaction between corporate actors and persons directly associated with them in the digital environment.
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Mandell, Nikki. "Allies or Antagonists? Philanthropic Reformers and Business Reformers in the Progressive Era." Journal of the Gilded Age and Progressive Era 11, no. 1 (January 2012): 71–117. http://dx.doi.org/10.1017/s1537781411000466.
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In the early twentieth century, amid heightening industrial tensions, many large corporations introduced welfare work to co-opt their employees' loyalties and pacify public anger. Many of the techniques and ideas of what became known as “welfare capitalism” were adapted from charity aid and settlement work. Over time, however, labor relations moved from being identified as a social reform issue—bound up with other issues on which the new profession of social work concentrated—to a business management prerogative. This article argues that professionalization played a significant role in these developments. Philanthropic reformers initially claimed welfare work as part of their professional agenda. However, in the second decade of the century, the social work profession began to narrow its field of operations. As social work's ambivalent claims on the factory and shop floor atrophied, business schools were introducing elements of industrial social work into their new management curriculums. The burgeoning field of professional labor management incorporated welfare work as one of its essential tools.
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Закиева, Р., and R. Zakieva. "Retraining and Advanced Training of Employees and Specialists." Scientific Research and Development. Modern Communication Studies 8, no. 3 (June 4, 2019): 53–57. http://dx.doi.org/10.12737/article_5ce3bbb273f882.29061182.
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Personnel training is one of the key conditions for the successful functioning of any organization. This has become especially important in the modern world, when an increase in the pace of development of scientific and technological progress greatly accelerates the process of obsolescence of professional knowledge and skills. The contradiction of the qualifications of employees to the needs of the company is negatively manifested in the results of its activities. The growing sense of vocational training for the organization and a noticeable increase in the need for it over the past forty years have shown that the first companies in the market have taken up the improvement of the skills of their employees. Preparation of the implementation of vocational training has become the leading direction of personnel management, and the cost of it is the highest (after wages) in the list of expenses of many companies. Professional development is the process of equipping an employee with the knowledge to perform assigned tasks, new production functions, to obtain new positions, without the difficult solution of new tasks. In huge multinational corporations there are special professional development departments, managed by a manager with the rank of director or vice president, which emphasizes their great importance to the company. The need for professional development for current organizations is also described by the fact that the motives in this border are drawn up into personal plans (from the implementation of which the employee’s earnings are proportionally calculated) by the heads of most corporations: presidents, regional vicepresidents, directors of national companies
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Asplund, Aino. "Corporate Management: Clubs of Old Boys or Something Else?" European Business Law Review 26, Issue 6 (December 1, 2015): 823–902. http://dx.doi.org/10.54648/eulr2015041.
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The European Union has issued a directive initiative on gender quotas to increase the proportion of the under-represented sex among non-executive directors of large companies listed on stock exchanges and related measures. The article critically discusses the impacts of quotas, which despite of the proposals relating to better performance, fundamentally are highly equality driven ignoring the purpose of corporations as entities that seek for long-term, monetary value through investing in skills and knowledge. This article suggests that by identifying professional managerial elites in listed companies’ governance organs and paying attention to their importance as the contributors of company value, male dominance in economic decision-making can be explained. The argumentation is based on the data collected from thirty-six Finnish listed companies. The findings support the presumption of governance organs as groups of competence.
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Barnes, Jeremy T., and Thomas J. Pujol. "Improving Student Learning and Professional Preparation in Health Promotion Utilizing Partnerships." Kinesiology Review 6, no. 4 (November 2017): 357–61. http://dx.doi.org/10.1123/kr.2017-0035.
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Partnerships have been developed between faculty in the Department of Health, Human Performance and Recreation at Southeast Missouri State University and professionals from several organizations. These include on-campus partnerships with other academic departments, Recreation Services, Counseling and Disability Services, and a wide variety of off-campus partnerships including those with hospitals, fitness centers, county health departments, local coalitions, not-for-profits, schools K–12, and local corporations. All of these partnerships have resulted in substantial experiential learning opportunities for the students in the BS in Health Management: Health Promotion Option Program. Some of the skills students have acquired include improved written and oral communication skills, public speaking, program planning, program implementation, data collection, program evaluation, exercise testing, and prescription and health screening. The experiential learning activities students completed in two of the required classes in the major are described in this article.
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Ananchenkova, Polina. "Corporate employee training in partnership with higher education institutions." Vestnik BIST (Bashkir Institute of Social Technologies), no. 3(60) (September 29, 2023): 111–15. http://dx.doi.org/10.47598/2078-9025-2023-3-60-111-115.
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In the presented work, the issues of the organization of in-house training based on the partnership of a commercial company and an educational organization of vocational education are considered. Continuing education helps professionals climb the corporate ladder and achieve success at work, and also allows corporations to save on expensive external hiring by promoting from within. The article substantiates that in modern conditions, when the gap in the skills that the employer expects from employees and their actual level is quite deep, corporate human resource management systems face the need to take advantage of corporate training, including that implemented on the basis of bilateral cooperation between industrial and academic structures. It is concluded that in conditions of talent shortage, it is extremely important for companies to adopt strategies that promote lifelong learning, professional development and retraining of the workforce.
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Zhai, Yan Wei, Chang Wu Liu, and Xina Xian Zhai. "Research on Main Problems and their Countermeasures on Chinese Small Hydropower Development." Applied Mechanics and Materials 295-298 (February 2013): 1889–93. http://dx.doi.org/10.4028/www.scientific.net/amm.295-298.1889.
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The constructions of small hydropower stations play an important role in improving local energy structure, development of corporations, agricultural and environmental melioration, and improving living standard of local people. Thus, studying status at small hydropower stations of China and existed problems in their development has a practical significance. With investigation data, the paper comprehensively analyzed running status of the stations, equipment aging in their development, lower utilized water resources, backward management, and disordered exploitation, etc. Therefore, the authors put forward the stations need to be technically reformed, perfecting management, professional training and so on, so that utilization efficiency on water resources could be continually improved.
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NESTERENKO, Svitlana, and Yevhen DYNNYK. "Business education in the system of professional development of corporation managers." Economics. Finances. Law 9, no. - (September 28, 2023): 62–65. http://dx.doi.org/10.37634/efp.2023.9.14.
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The corporate education system is implemented through sequential and step-by-step in-company training based on integrity of goals, objectives, functions, learning technologies, content structure of the training material, which add flexibility and vitality to the entire learning process with an advance reflection of reality. The definition of a corporate training center in terms of a systematic approach is formulated as a system in which training and development of personnel is initiated and managed by the company itself, carried out within the company and involves internal resources. Thus, training and professional development of managers is not just an element of organizational practice or type of activity of certain employees of the organization, but a full-fledged part of the development strategy of the organization and the entire existing organizational system. To implement this process, modern TNCs create corporate training centers in which training and personnel development is initiated and managed by the company itself, carried out within the company and involves internal resources. The algorithm of creating a corporate training center covers a number of stages, in particular: support by the management, legal and financial support; creation of organizational and pedagogical conditions; program and content implementation support and practical application of the personnel training system; control and reporting system at the same time; adjusting training plans and programs; personnel motivation. The study does not exhaust the problem of professional development of managers in transnational corporations. Issues of cross-cultural training of managers in the corporate education system, training of andragogues (training managers, instructors, coaches, tutors, etc.) for effective activity in corporate training centers remain relevant. Perspective directions for further research are also theoretical-methodological and didactic substantiation of talent management and development of their creative potential, development of tools for stimulation and retention of managers who have received training.
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Sisco, Stephanie. "Race-Conscious Career Development: Exploring Self-Preservation and Coping Strategies of Black Professionals in Corporate America." Advances in Developing Human Resources 22, no. 4 (August 20, 2020): 419–36. http://dx.doi.org/10.1177/1523422320948885.
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The Problem Corporations have maintained a history of operating as racialized social systems that contribute to racial divisions and inequities in the workplace. Despite this reality, there have been high-achieving Black men and women who have overcome limitations and unfavorable circumstances. In this study, resilience to racial bias in corporate America is explored through the lived experience of Black professionals by using a phenomenological research method. The Solution Race, racism, and workplace incivility are discussed in a conceptual framework to examine how racial bias still exists in the workplace and to contextualize the participants’ experiences. As a result of the findings, self-preservation and coping strategies are identified to provide insight into how the participants overcame social and racial barriers that influence their professional identities and career development in corporate America. The Stakeholders This research is intended to inform organizational leaders and career development researchers and specialists who are invested in the advancement of Black professionals and the communities they represent. This study also has implications for human resource developers and researchers who seek to minimize racial bias against Black professionals through racial discourse and race-conscious research.
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Zhabin, Evgeny Alexandrovich, Irina Olegovna Bogdanova, Nataliia Nicolaevna Muraveva, Yulia Pavlovna Mamontova, and Xindang Bo. "Modern approaches to the management of export-import operations of transnational corporations in the context of geopolitical upheavals." E3S Web of Conferences 533 (2024): 04018. http://dx.doi.org/10.1051/e3sconf/202453304018.
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Within the context of the rapid expansion of globalization processes throughout the global economy, the most significant trend of this process is the emergence of transnational corporations. The main research methods used in this study were theoretical (analysis, synthesis, induction), empirical, and interpretation of expert opinions on this issue. The management of export-import operations of transnational corporations remains relevant and important for businesses. However, the process of managing export-import operations can be quite complex and requires significant efforts from companies to properly execute all necessary procedures. Specifically, companies need to ensure proper documentation, accurate assessment of goods and services, as well as timely delivery. Additionally, companies need to plan and manage cash flows correctly to ensure the safety and efficiency of operations. All these processes require a professional approach and specific knowledge and skills. Currently, differences in political and economic stability of states, legal and regulatory systems, and established "rules of the game" in organizing and conducting business become particularly acute.Therefore, the goal of this article is to form or continually improve combined approaches to the development of corporate activities, which will cover not only the advantages of the global economy but also the peculiarities of local markets.
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Bozzi, Stefano, Roberto Barontini, and Ivan Miroshnychenko. "Investor protection and CEO compensation in family firms." Corporate Ownership and Control 14, no. 2 (2017): 17–29. http://dx.doi.org/10.22495/cocv14i2art2.
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This paper investigates the relationship between investor protection and CEO pay in family-controlled corporations. Using a panel of 986 firm-year observations from 11 EU countries, we show that the lower the investor protection, the higher the compensation of the CEO. The sensitivity of pay to the institutional context is higher for a family CEO than a professional CEO, a result that corroborates the hypothesis that CEO compensation contracts in family firms are influenced by familiar connections. Overall, these results are more consistent with the hypothesis of rent extraction than with the perspective of optimal remuneration contracts.
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Russell, Virginia H., and Alfred V. Robinson, Jr. "Career Goals And Concerns Of Minority Undergraduate Accounting Majors." Journal of Applied Business Research (JABR) 5, no. 3 (October 25, 2011): 16. http://dx.doi.org/10.19030/jabr.v5i3.6344.
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The growth in large multinational corporations with highly diversified activities, requiring relatively complex financial accounting reporting systems, suggests that a sustained pattern of growth in accounting career positions will continue into the 1990s, and thus an increasing percentage of undergraduate minority students will select accounting as a major. To the extent that higher educational opportunities and career mobility are enhanced, systematic investigations of both socioeconomic and appropriate pedagogical concerns for these enrollees should be pursued. This study examines the career goals and priorities of minority undergraduate majors with the summarization clearly indicating the respondents emphasis on career activities as the major motivating force for choosing this professional preparatory program.
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MacDonald, Susan K., J. Edna Beange, and Peter C. H. Blackford. "Planning for Strategic Change? A Participative Planning Approach for Community Hospitals." Healthcare Management Forum 5, no. 3 (October 1992): 31–37. http://dx.doi.org/10.1016/s0840-4704(10)61213-6.
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Strategic planning is becoming to hospitals what business case analysis is to private corporations. In fact, this type of planning is becoming essential for the professional management of Ontario hospitals. The participative strategic planning process at Toronto East General Hospital (TEGH) is an example of how a professionally structured and implemented strategic planning process can be successfully developed and implemented in a community hospital. In this article, the environmental factors driving planning are reviewed and the critical success factors for the development and implementation of a strategic plan are examined in the context of TEGH's experience.
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Wong, Siew Chin, and Roziah Mohd Rasdi. "Predictors of protean career and the moderating role of career strategies among professionals in Malaysian Electrical and Electronics (E & E) Industry." European Journal of Training and Development 39, no. 5 (June 1, 2015): 409–28. http://dx.doi.org/10.1108/ejtd-02-2015-0009.
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Purpose – The purpose of this paper is to examine the effects of individually related variables and the moderating role of career strategies on protean career among professionals in Malaysian Electrical & Electronics (E & E) industry. Design/methodology/approach – Research data were gathered from a sample of 306 of professional employees in 18 E & E multinational corporations in Malaysia. Partial least squares structural equation modelling was employed to examine the influences of individually related factors and the moderating role of career strategies on protean career. Findings – The results demonstrate that individually related variables, namely, self-efficacy, outcome expectation, goal orientation and locus of control are viewed as potential predictors of protean career. There are significant moderating effects of career strategies on the relationship between goal orientation and protean career among professional employees. Research limitations/implications – This paper provide an empirical framework to explain protean career based on the review of career-related literatures. Practical implications – The findings provide implications to both individuals and human resource development (HRD) practitioners on new career trends of protean career. Practical interventions are suggested to assist individuals and organizations towards protean career development. Social implications – This paper supports individual protean career development. Originality/value – This paper offers new insight into the predicting factors of protean career and its moderating role on career strategies.
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Ben Khaled, Wafa, and Jean-Pascal Gond. "How do external regulations shape the design of ethical tools in organisations? An open polity and sociology of compliance perspective." Human Relations 73, no. 5 (March 28, 2019): 653–81. http://dx.doi.org/10.1177/0018726719828437.
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In response to the numerous hard and soft ethical regulations that have emerged in the wake of recurrent corporate scandals, Multinational Corporations (MNCs) have adopted ethical tools. This move is often interpreted as a means to garner legitimacy and as loosely coupled to corporate activities. Little is known, however, about the processes by which external regulations affect the design of ethical tools. Approaching organisations as open polities and building on institutional theory and the sociology of compliance, we conducted a qualitative study of the development of 23 ethical tools at four MNCs. We analytically induced a three-stage model that explains how ethical tools are externally sourced (importation), then subjected to competing pressures from distinct professional groups that replicate legal features of the environment (politicisation), to become finally turned into quasi-legal procedures (legalisation). Our analysis contributes to theory by explaining how external regulations relate to the organisational production of ethical tools in a self-reinforcing manner, while specifying the role of ethics professionals in the process of ethical tool production.
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Pató, Beáta Sz G., and Anna Freund. "EXAMINATION OF ETHICAL PROCUREMENT THROUGH ENTERPRISE EXAMPLES." Problems of Management in the 21st Century 11, no. 1 (June 25, 2016): 29–42. http://dx.doi.org/10.33225/pmc/16.11.29.
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Today’s business world is affected by the 21st century’s processes, like globalization, fluent online attendance, digitalization and their direct consequence depersonalisation. The authors are motivated by these facts and want to vivify the „old fashioned” correct business models and find the indispensable parameter of the well-functioning economy, in one word today’s equivalent of „honorable gentlemen”. The assumed key to success could be useful for the for-profit sector because not only profit can be the impelling in the professional life of a corporation. The human value added is one of the most important keystones of thrift. The aim to establish a balance between economic and ethical behaviour of corporations has been enounced serving the interest of all participants, consumers, corporations and society. The before natural thought values seem nowadays to turn into something different or to be neglected. As a consequence the question has been raised, if society has the force to establish and improve Ethics, will it be able to destroy it as well?! The main focus of the research is therefore the mapping of criteria and marks which belong to on the competitive market successful enterprises whose procurement decisions are ethical as well. These marks can be formal or informal. The results of the research show well that there are parameters of a company, for example, a code of conduct within guidelines concerning the procurement or procedure manuals in which also ethical issues appear in a formal way. From another point of view there are informal signs like customs arising from the corporate culture, daily routine or just human behaviour and convincement of the management and procurement employees that also support the ethical performance of the company. The results of the research can serve as best practice for the other enterprises too in their daily appearance on the market. Particularly in that area the company’s most important goal is “gaining profit” which can have next to itself another value added the “fair work”. Its role is to lead the attention to the statement that next to fair working on the market profit can be produced as well. The researchers consider it important that the companies who have already kept in mind the ethical procurement could gain a feedback, an inspiration or even new ideas to follow their work. Key words: business ethics, procurement issues, corporation’s behaviour, sustainable procurement.
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Sakharchuk, N. S., N. V. Kazantseva, and A. P. Bakhareva. "The market of vocational professional education in Russia in the new economic conditions." E-Management 5, no. 2 (June 30, 2022): 35–44. http://dx.doi.org/10.26425/2658-3445-2022-5-2-35-44.
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Since the end of 2014, the Russian economy has undergone major changes. The crisis continued until 2018, followed by stabilization and short-term growth in 2018-2019. The emerging positive trends were interrupted by the pandemic. All this has had a signifcant impact on the vocational professional eduation market, both in quantitative and structural terms. The modern world is changing too fast, it is necessary to form the creative potential of a person. The article states that specialists’ adaptation mechanisms to new conditions should change with the help of advanced training, obtaining new knowledge and skills in all forms of education, including the system of vocational professional education. This means that the market of educational services formed by state, departmental and corporate educational institutions must respond to the demands of the economy and consumers of these services. Such advanced technologies and methods as online studying should be used along with and in combination with ofine classes. The conducted research has shown that large corporations allocate signifcant funds for the training and retraining of specialists corresponding to the level of technological development, capable of making effective management decisions. The authors of the article note that in the system of vocational professional education consumers of educational services are most interested in training programs related to management, marketing, information and computer technologies, which is quite consistent with the digital economy and the knowledge economy
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Ismail, Andy, Hendri Dwi Dwi Purnomo, Muhammad Arifin, Syavergio Avia Difaputra, and Hunik Sri Runing Sawitri. "THE EFFECTS OF ETHICS ON MORAL HAZARD IN BUSINESS MANAGEMENT MODERATED BY CORPORATE GOVERNANCE: A LITERATURE REVIEW." Profetika: Jurnal Studi Islam 24, no. 02 (October 2, 2023): 269–76. http://dx.doi.org/10.23917/profetika.v24i02.2594.
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Ethics was a significant aspect based on violation of the central manager. A moral hazard situation happens when an individual has a bigger tendency to take risks caused by the individual potential that appears to bear the risks. Many scandals involving accountants have appeared in headlines within these few weeks since they lost their morals, some reasons that made the corporates critical to obey norms and certain ethical standards. This scandal has increased scepticism for those who were already critical of their professional work and ethical integrity. In recent decades, moral hazard has become a hot and crucial issue in corporations, especially in Indonesia. This research method is a qualitative type with a descriptive phenomenological approach and literature review. The results of the study concluded, in running business activity, a company should avoid negative activities by practising appropriate business ethics and good corporate governance.