August 28, 2015
Family Business Review is currently accepting proposals for their second Review Issue. The goal of the Review Issue is to provide a retrospective of research conducted in family business studies and to guide future areas in their development. Articles in this issue will critically examine gaps between ‘what we know’ and ‘what we need to know’ concerning key topics and methods of interest to family business scholars. A multitude of review topics would be appropriate for this special issue but a key criterion is that they help build knowledge for family business scholars while contributing to sister disciplines.
Each review must be comprehensive, summarizing research to date, and suggesting interesting research questions for family business scholars. In addition to reviews on topics typically found in the pages of Family Business Review and other leading journals within management and business that publish family business research, reviews of topics and methods that are integral for family enterprises but not yet found in management and business journals are encouraged.
Examples might include:
- Discontinuities vs. continuities
- Cross-cultural research
- Trust and trustworthiness
- Practice-based research
- Socio-material perspectives
- Advising and advocacy
Proposals should be three pages single-spaced. References, tables, and appendices may also be included as additional pages but the completed proposal must be no longer than 10 pages inclusive. The special issue guest editors will review the received proposals and invite authors to develop a full paper for publication consideration in this special issue. Prior to submitting proposals, authors are encouraged to review the editorials and previous review articles in Family Business Review including those in the 1st Review issue of March 2016 (please check Family Business Review‘s OnlineFirst section for papers to appear in this issue).
Proposals are due by March 1st, 2016. For more information, including contact information and submission timeline, click here. To submit your paper to Family Business Review now, click here. To be notified of all the latest news and research from Family Business Review, click here.
August 26, 2015
[We’re pleased to welcome Pankaj M. Madhani of ICFAI Business School (IBS) in India. Dr. Madhani is the author of “Managing Salesforce Performance: Behavior Versus Outcome Measures” which appeared in the most recent issue of Compensation and Benefits Review.]
As selling is an unique and independent occupation, effective management of salespeople plays a critical role in realizing their full potential and hence contributes immensely to the success of sales organization. Sales organizations have two main approaches for managing the behavior of their salesforce, namely, behavior-based (monitoring) and outcome-based (incentives). A behavior system evaluates the salesforce in light of the selling process, while an outcome system evaluates the salesforce in light of results. This research identifies key characteristics of behavior- and outcome-based systems along with its benefits and drawbacks and suggests selection criteria for appropriate choice of behavior versus outcome measures.
Behavior measures attempt to control the process of selling as opposed to just the outcomes while outcome measures focus on getting the results and are essentially indifferent to how those results are obtained. The study explains this behavior with the help of agency theory and highlights the underlying logic of short-term behavior of salespeople when compensated with incentives. Research also provides performance matrices for measurement and evaluation of financial impact of behavior and outcome control. The behavior-based and outcome-based control systems are at the extremes, and many sales organizations function in the middle, balancing the two. Finally, the study provides a numerical illustration to design an optimal performance measurement scenario based on behavior- and outcome-based measures.
You can read “Managing Salesforce Performance: Behavior Versus Outcome Measures” for free by clicking here. Want to know about all the latest research from Compensation and Benefits Review? Click here to sign up for e-alerts!
Pankaj M. Madhani earned bachelor’s degrees in chemical engineering and law, a master’s degree in business administration from Northern Illinois University, a master’s degree in computer science from Illinois Institute of Technology in Chicago, and a PhD in strategic management from CEPT University. He has more than 28 years of corporate and academic experience in India and the United States. During his tenure in the corporate sector, he was recognized with the Outstanding Young Managers Award. He is now working as professor at ICFAI Business School (IBS) where he received the Best Teacher Award from the IBS Alumni Federation. He is also the recipient of the Best Mentor Award. He has published various management books and more than 240 book chapters and research articles in several refereed academic and practitioner journals such as World at Work Journal and The European Business Review. He is a frequent contributor to Compensation & Benefits Review and has published 15 articles on sales compensation. His main research interests include salesforce compensation, corporate governance, and business strategy.
August 19, 2015
Journal of Management invites scholars to submit research for an upcoming Special Issue entitled “Global Work in the Multinational Enterprise: New Avenues and Challenges for Strategically Managing Human Capital Across Borders.” The issue will be guest edited by David Allen of Rutgers University, Yih-teen Lee of IESE Business School at University of Navarra and Sebastian Reiche of IESE Business School at University of Navarra.
Journal of Management particularly welcome studies that apply wider theoretical lenses and multilevel approaches in order to better capture the complexity of global work in multinational enterprises (MNE). Specifically, this special issue seeks to promote and shape the future direction for research addressing questions at the intersection of the following themes: (1) global work in MNEs – what structures, systems, and policies and practices do MNEs need to facilitate global work? (2) strategic HRM in MNEs – how does the system design and implementation fit an MNE’s global strategy?, and (3) global talent management in MNEs – how do we define, conceptualize, and identify global talent, and how do we manage it within multiple MNE contexts? Original empirical research, theory development, and meta-analytic reviews are all suitable for potential inclusion in the special issue.
Below is an illustrative list of topics that are consistent with the scope of the special issue, but other topics may be appropriate as well:
1. Global Work and the MNE:
- What are the challenges for HRM given the growing fragmentation of forms of global work (e.g., corporate expatriation, self-initiated expatriation, business travel, virtual collaboration)?
- How does global work affect the debate between global standardization vs. local adaptation of HR policies and practices, e.g. to which extent is a global compensation system needed, etc.
- What are the key competencies for individuals to perform global work effectively? What are the corresponding HR practices to identify and develop them?
- How to deal with the geographic dispersion (extent of coordination across borders needed) and multiculturalism/multilinguism (extent of coordination among people from diverse cultures and native languages needed) of global work?
2. Strategic HRM in the MNE:
- How do institutional, cultural, and other contextual influences affect the development, implementation, and effectiveness of high performance work systems and practices in MNEs?
- How should human resources be managed on a global scale (when to move jobs; where to move people; where to leverage local talent versus sourcing talent globally)?
- How does centralization/localization strategy affect performance? How does global staffing strategy affect performance? What is the best staffing strategy for starting new multinational facilities (Taking over existing vs. turning around ongoing operations)?
3. Global Talent Management and the MNE:
- To what extent do MNEs evaluate global talent issues (e.g., integrating national cultures; relative competencies across locations; availability of talent) in making cross-border acquisition decisions? To what extent do these factors affect cross-border acquisition success?
- To what extent does the make-up of the top management team (in terms of national origin and experiences) affect MNE success and cross-border acquisition strategies/decisions?
- What are strategic issues in forming and managing multinational teams?
Please submit papers through the journal’s online submission system. To do so, please click here, create your user account (if you have not done so already), and for “Manuscript Type” choose the corresponding Special Issue. You will be able to submit your paper for this Special Issue between the 1st and the 30th of September 2016.
For more information, including submission timeline and contact information, click here. Want to know about all the latest news and research from Journal of Management? Click here to sign up for e-alerts!
August 17, 2015
The September issue of Administrative Science Quarterly is now available and can be read online for free for the next 30 days. This issue offers a range of astute articles on organizational studies as well as insightful book reviews.
The lead article entitled “Place and Institutional Work: Creating Housing for the Hard-to-house” was authored by Thomas B. Lawrence of the University of Oxford and Graham Dover of the Mindset Social Innovation Foundation. You can read the abstract here:
The places in which organizational life occurs can have profound impacts on actors, actions, and outcomes but are largely ignored in organizational research. Drawing on ideas from social geography, we explore the roles that places play in institutional work. The context for our study is the domain of housing for the hard-to-house, within which we conducted two qualitative case studies: the establishment of Canada’s first residential and day-care facility for people living with HIV/AIDS, and the creation of a municipal program to provide temporary overnight accommodation for homeless people in local churches. In examining these cases, we found that places played three key roles: places contained, mediated, and complicated institutional work. Each of these roles was associated with a distinct ontology of place: places as social enclosures, as signifiers, and as practical objects. Our findings have significant implications for how we understand the relationship between location and organizations and allow us to develop a process model of places, institutions, and institutional work.
Click here to access the Table of Contents of the September issue of Administrative Science Quarterly. Want to know about all the latest from Administrative Science Quarterly? Click here to sign up for e-alerts!
August 10, 2015
We’re pleased to congratulate Dr. Larry Williams of the University of of North Dakota! Dr. Williams was recently awarded the Distinguished Educator Award by the Academy of Management.
The Academy of Management’s Achievement Award recognizes long-term excellence in one or more of the following areas: developing doctoral students, effective teaching in the classroom and/or other forums, and pedagogical innovations such as the development and dissemination of new and effective teaching methods and designs. Dr. Williams is being honored for his contribution in all of these areas.
Dr. Williams is the founder and head of the Consortium for the Advancement of Research Methods and Analysis (CARMA), an interdisciplinary consortium devoted to helping faculty, graduate students and professionals learn of current developments in various areas of research methods and statistics. He is also the founding editor of Organizational Research Methods, a journal sponsored by the Research Methods Division (RMD) of the Academy of Management.
Dr. Williams received his Ph.D. in organizational behavior from the Indiana University School of Business and his main research interests involve the application of structural equation methods to various substantive and methodological concerns. He is the recipient of the 2005 Distinguished Career Contributions Award by the Academy of Management’s Research Methods Division and was recognized as one of the 150 most-cited authors in the field of management (1981-2004) in an article published in the Journal of Management. He was elected a Fellow of the Society for Industrial Organizational Psychology in 2010.
Dr. Williams was recognized for his exemplary contribution at the Academy’s Annual Meeting in Vancouver, Canada on Sunday, August 9, 2015. He will receive his award during the Academy of Management Presidential Address and Awards Ceremony.