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Practical negotiating skills, including those needed for
cross-cultural negotiations have long been taught in classrooms,
along with some of the theory that underpins them. Most of this has
been based on the notion that negotiation will be interpersonal and
face-to-face. In recent years, though, globalization, the
telecommunications boom and the ever increasing need for today's
professionals to conduct cross-cultural business transactions has
led to a new way of negotiating, bargaining, and resolving
disputes. In e-Negotiations, Nicholas Harkiolakis and his
co-authors highlight the challenge that awaits the young
professionals who are today training in business schools. Future
dispute resolutions and bargaining will take place between faceless
disputants involved in a new kind of social process. Any adolescent
with a mobile phone and Internet access knows that most of today's
social transactions take place via a hand held or other electronic
device. In a world of video conferences, chat rooms, Skype,
Facebook, and MySpace, critical financial, business and political
decisions are made through interaction between two-dimensional
characters on screens. Here, the authors compare and contrast
e-negotiation as it currently is with traditional face-to-face
negotiation. Case studies illustrate how cross-cultural
negotiations can be managed through modern channels of social
influence and information-sharing and shed light on the critical
social, cognitive and behavioral role of the negotiator in
resolving on-line, cross-cultural, conflicts and disputes, and
generally in bargaining and negotiation. This book, with its
practical exercises, will be of immense help to students and
professionals needing to 'practice' with the new negotiating media.
In Entrepreneurship and Sustainability the editors and contributors
challenge the notion that not-for-profit social entrepreneurship is
the only sort that can lead to the alleviation of poverty.
Entrepreneurship for profit is not just about the entrepreneur
doing well. Entrepreneurs worldwide are leading successful
for-profit ventures which contribute to poverty alleviation in
their communities. With the challenge of global poverty before
them, entrepreneurs continue to develop innovative,
business-oriented ventures that deliver promising solutions to this
complex and urgent agenda. This book explores how to bring
commercial investors together with those who are best placed to
reach the poorest customers. With case studies from around the
World, the focus of the contributions is on the new breed of
entrepreneurs who are blending a profit motive with a desire to
make a difference in their communities and beyond borders. A number
of the contributions here also recognize that whilst much research
has been devoted to poverty alleviation in developing countries,
this is only part of the story. Studies in this volume also focus
upon enterprise solutions to poverty in pockets of significant
deprivation in high-income countries, such as the Appalachia region
of the US, in parts of Europe, and the richer Asian countries. Much
has been written about the achievements of socially orientated
non-profit microfinance institutions. This valuable, academically
rigorous but accessible book will help academics, policy makers,
and business people consider what the next generation of more
commercially orientated banks for the 'bottom billion' might look
like.
Most organizations today operate in volatile economic and social
environments and qualitative research plays an essential role in
investigating leadership and management problems. This unique
volume offers novice and experienced researchers a brief,
student-centric research methods text specifically devoted to the
multiple case study design. The multiple case study design is a
valuable qualitative research tool in studying the links between
the personal, social, behavioral, psychological, organizational,
cultural, and environmental factors that guide organizational and
leadership development. Case study research is essential for the
in-depth study of participants' perspectives on the phenomenon
within its natural context. Rigorously designed management and
leadership case studies in the extant literature have a central
focus on individual managers' and leaders' stories and their
perceptions of the broader forces operating within and outside
their organizations. This is a comprehensive methodology book
exploring the multiple case study design with step-by-step and
easily accessible guidelines on the topic, making it especially
valuable to researchers, academics, and students in the areas of
business, management, and leadership.
With the world in the midst of the Fourth Industrial Revolution,
associated labor market challenges are bringing changes to how
business schools offer executive education to the future workforce.
The COVID-19 pandemic has further underlined the need for such
change through impacts on today's workforce and the expected
developments that ongoing technological advancements will have on
the workforce of the future. This book explores the need for
business schools to strategically work to redefine the concept of
an innovative business school ecosystem through commitment to
experimentation and innovation. The authors advocate for such
change to be realized through partnerships supporting actions that
ensure graduates' and workers' access to skills building and
reskilling and upskilling. The book presents selected case studies
exemplifying such an approach and highlights best practices that
can be implemented in public-private as well as private-private
partnerships. The Innovative Management Education Ecosystem:
Reskilling and Upskilling the Future Workforce offers readers from
industry and academia as well as government institutions insights
that will benefit the development of innovative curricula and
training programs and, at the same time, labor markets.
The Innovative Business School formulates a blueprint for the
innovative business school of the next decade, with proposed areas
of innovation which will train executives to transform the coming
technological disruptions into an avenue for world economic
development and prosperity. Offering a new model of business
education, the book maps the way forward for business school
innovators in exploring questions related to innovation and
strategy needed on the part of academic and industry leaders and
educators across demographic divides. The chapters cover an overall
international and cross-cultural approach in examining the factors
at play for business schools of the future and the challenges they
face across a range of megatrends affecting today's business
environment. The authors impress the need for stakeholders to
strategically engage others in the business and education
ecosystems through commitment to experimentation, innovation, and
sustainable business strategy. Identifying such opportunities for
development of a new model for business schools is important to
educators and policymakers in preparing to leverage and contribute
to existing megatrends to create shared value for regional
economies and in new directions. The Innovative Business School is
written for business schools' management and decision-makers,
related stakeholders, universities, accreditation agencies, and
postgraduate students.
To whom does a father, retiring from his life as a successful
entrepreneur, pass control of the business he has built? Once it
would always have been his eldest son, but increasingly women are
becoming involved in family firms having risen to positions of
influence and leadership. Using revealing case studies from the
daughters who succeeded their entrepreneur fathers in a wide
variety of challenging situations, cultures and continents,
Father-Daughter Succession in Family Business discusses the changes
which have led to daughters gaining influence in more and more
family businesses. It looks at the tensions this succession can
produce between old notions of how men and women should behave, and
the new style of leadership that often comes about when a woman
takes the helm. This book will help consultants, business
educators, and researchers, as well as those who are themselves
involved in significant family managed enterprises to better
understand why it can no longer be assumed in any part of the World
that the first born son will take over the reins of the family
business.
A leader's role in the management of change is a critical issue for
successful outcomes of strategic initiatives. Globalization and
economic instability have prompted an increase in organizational
changes related to downsizing and restructuring in order to improve
financial performance and organizational competitiveness.
Researchers agree that a leader's inability to fully understand
what is needed in order to guide their organization through
successful change can be a reason for failure. Proper planning and
management of change can reduce the likelihood of failure, promote
change effectiveness, and increase employee engagement. Yet, change
in organizations must be viewed as a continuous activity that
affects both organizational and individual outcomes. If change
management can be considered as an event induced by socio-cultural
factors, the cultural variable gains greater significance when
applied to the quality of the relationship between a leader and
their team. Many organizations today are on the verge of
internationalization. It is here that the cultural context can
affect behaviors and, in the same way, leadership style. The
research presented in this book by an eminent group of scholars
explores the influence of culture - ethnic, regional, religious -
on how leaders manage change within organizations.
Organizational leaders often struggle to establish and sustain a
trusting culture in times of constant changes in the corporate
fabric and unethical behavior by corporate leadership.
Organizational justice theory provides a means to explain and
better understand employees' perceptions of trust, fairness, and
the management of change during strategic change. Qualitative
studies have yet to be conducted on how an organizational justice
framework would address the need of organizational justice for
novel, conceptually derived accounts of non-managerial employee
perspectives. The purpose of Organizational Justice during
Strategic Change is to be both an academic and practical book.
After presenting the theoretical elements of the topic, half the
book is devoted to a detailed case study of employee interviews
conducted in a large, privately-owned media organization addressing
the issues of the book topic. The authors' research findings from
the case study indicated employees who experience trust and
positive feelings regarding their treatment within the organization
are willing to become involved in the change process and adopt
positive working relationships with their colleagues and managers.
This study is important for organizational management to gain
knowledge and understanding on how employees' perceptions of
distrust and unfairness can lead to resistance and negative
behaviors toward organizations and management during strategic
change.
Family businesses constitute some of the most unique, complex, and
dynamic systems in modern society. The blending of the
performance-based world of business and the emotion-based domain of
the family creates a system potentially fraught with confusion and
conflict. The significant rise in immigrant family businesses adds
a further level of complexity to this mix. Research into immigrant
family businesses has been based on traditional, limited views of
entrepreneurship largely ignoring the ethnic and family contexts
that create the culture from which entrepreneurship emerges, making
it impossible to understand the complex and interdependent
relationships between an owning family, its firm, its governance
and the community context in which the firm operates. These firms
possess features that make their governance a challenging task.
They depict a complex stakeholder structure, whereby the ownership
stakes are passed from one generation to the next. The owning
family's members usually play multiple roles, thereby blurring
governance relationships. Governance in Immigrant Family Businesses
explores the relationship between ethnic cultural influence in
family businesses and its impact on corporate governance,
addressing the intertwined influences of contractual, relational
and cultural governance mechanisms and sets out a comprehensive
theoretical model which clarifies the complexities involved in
business planning, family harmony, and ethnic cultural variables.
The authors specifically identify the implications for research,
education, and practice. Application of their model will be of
value to policy makers, consultants, business researchers and
educators.
Practical negotiating skills, including those needed for
cross-cultural negotiations have long been taught in classrooms,
along with some of the theory that underpins them. Most of this has
been based on the notion that negotiation will be interpersonal and
face-to-face. In recent years, though, globalization, the
telecommunications boom and the ever increasing need for today's
professionals to conduct cross-cultural business transactions has
led to a new way of negotiating, bargaining, and resolving
disputes. In e-Negotiations, Nicholas Harkiolakis and his
co-authors highlight the challenge that awaits the young
professionals who are today training in business schools. Future
dispute resolutions and bargaining will take place between faceless
disputants involved in a new kind of social process. Any adolescent
with a mobile phone and Internet access knows that most of today's
social transactions take place via a hand held or other electronic
device. In a world of video conferences, chat rooms, Skype,
Facebook, and MySpace, critical financial, business and political
decisions are made through interaction between two-dimensional
characters on screens. Here, the authors compare and contrast
e-negotiation as it currently is with traditional face-to-face
negotiation. Case studies illustrate how cross-cultural
negotiations can be managed through modern channels of social
influence and information-sharing and shed light on the critical
social, cognitive and behavioral role of the negotiator in
resolving on-line, cross-cultural, conflicts and disputes, and
generally in bargaining and negotiation. This book, with its
practical exercises, will be of immense help to students and
professionals needing to 'practice' with the new negotiating media.
In Entrepreneurship and Sustainability the editors and contributors
challenge the notion that not-for-profit social entrepreneurship is
the only sort that can lead to the alleviation of poverty.
Entrepreneurship for profit is not just about the entrepreneur
doing well. Entrepreneurs worldwide are leading successful
for-profit ventures which contribute to poverty alleviation in
their communities. With the challenge of global poverty before
them, entrepreneurs continue to develop innovative,
business-oriented ventures that deliver promising solutions to this
complex and urgent agenda. This book explores how to bring
commercial investors together with those who are best placed to
reach the poorest customers. With case studies from around the
World, the focus of the contributions is on the new breed of
entrepreneurs who are blending a profit motive with a desire to
make a difference in their communities and beyond borders. A number
of the contributions here also recognize that whilst much research
has been devoted to poverty alleviation in developing countries,
this is only part of the story. Studies in this volume also focus
upon enterprise solutions to poverty in pockets of significant
deprivation in high-income countries, such as the Appalachia region
of the US, in parts of Europe, and the richer Asian countries. Much
has been written about the achievements of socially orientated
non-profit microfinance institutions. This valuable, academically
rigorous but accessible book will help academics, policy makers,
and business people consider what the next generation of more
commercially orientated banks for the 'bottom billion' might look
like.
Organizational leaders often struggle to establish and sustain a
trusting culture in times of constant changes in the corporate
fabric and unethical behavior by corporate leadership.
Organizational justice theory provides a means to explain and
better understand employees' perceptions of trust, fairness, and
the management of change during strategic change. Qualitative
studies have yet to be conducted on how an organizational justice
framework would address the need of organizational justice for
novel, conceptually derived accounts of non-managerial employee
perspectives. The purpose of Organizational Justice during
Strategic Change is to be both an academic and practical book.
After presenting the theoretical elements of the topic, half the
book is devoted to a detailed case study of employee interviews
conducted in a large, privately-owned media organization addressing
the issues of the book topic. The authors' research findings from
the case study indicated employees who experience trust and
positive feelings regarding their treatment within the organization
are willing to become involved in the change process and adopt
positive working relationships with their colleagues and managers.
This study is important for organizational management to gain
knowledge and understanding on how employees' perceptions of
distrust and unfairness can lead to resistance and negative
behaviors toward organizations and management during strategic
change.
To whom does a father, retiring from his life as a successful
entrepreneur, pass control of the business he has built? Once it
would always have been his eldest son, but increasingly women are
becoming involved in family firms having risen to positions of
influence and leadership. Using revealing case studies from the
daughters who succeeded their entrepreneur fathers in a wide
variety of challenging situations, cultures and continents,
Father-Daughter Succession in Family Business discusses the changes
which have led to daughters gaining influence in more and more
family businesses. It looks at the tensions this succession can
produce between old notions of how men and women should behave, and
the new style of leadership that often comes about when a woman
takes the helm. This book will help consultants, business
educators, and researchers, as well as those who are themselves
involved in significant family managed enterprises to better
understand why it can no longer be assumed in any part of the World
that the first born son will take over the reins of the family
business.
A third of the world's entrepreneurial activity is driven by women.
With the mass movement of people now commonplace, the role of
female entrepreneurs in immigrant communities has become an
increasingly important component of the world economy, its
productivity, and the struggle against poverty. Throwing light on
the dynamics of entrepreneurship generally, and on immigrant and
female entrepreneurship in particular, the global Female Immigrant
Entrepreneurship (FIE) project is a huge and exciting research
undertaking. Written by the project's team of researchers based in
prestigious business schools and universities on almost every
continent, this important book begins the process of discovering
why and how female driven business start-ups often seem to
spontaneously emerge in adverse environments. Is it randomness,
luck, or chance that determine success or failure, or vital
critical forces and the inherent qualities of the women involved?
The research emerging from the FIE project points to answers to
questions about the integration of immigrant communities, their
interaction with host economic and business environments, and the
role of women in that interaction. With findings from more than
fifteen countries, from the USA with some of the world's oldest and
largest immigrant communities, to African countries that are the
newest destination for Asian migrants, this book will help inform
social and economic policy in communities and countries searching
for prosperity. More than that, the book offers policy makers,
business leaders, and those concerned with business development the
chance to uncover some of the mystery around the complex phenomenon
of entrepreneurship itself.
Most organizations today operate in volatile economic and social
environments and qualitative research plays an essential role in
investigating leadership and management problems. This unique
volume offers novice and experienced researchers a brief,
student-centric research methods text specifically devoted to the
multiple case study design. The multiple case study design is a
valuable qualitative research tool in studying the links between
the personal, social, behavioral, psychological, organizational,
cultural, and environmental factors that guide organizational and
leadership development. Case study research is essential for the
in-depth study of participants' perspectives on the phenomenon
within its natural context. Rigorously designed management and
leadership case studies in the extant literature have a central
focus on individual managers' and leaders' stories and their
perceptions of the broader forces operating within and outside
their organizations. This is a comprehensive methodology book
exploring the multiple case study design with step-by-step and
easily accessible guidelines on the topic, making it especially
valuable to researchers, academics, and students in the areas of
business, management, and leadership.
The Innovative Business School formulates a blueprint for the
innovative business school of the next decade, with proposed areas
of innovation which will train executives to transform the coming
technological disruptions into an avenue for world economic
development and prosperity. Offering a new model of business
education, the book maps the way forward for business school
innovators in exploring questions related to innovation and
strategy needed on the part of academic and industry leaders and
educators across demographic divides. The chapters cover an overall
international and cross-cultural approach in examining the factors
at play for business schools of the future and the challenges they
face across a range of megatrends affecting today's business
environment. The authors impress the need for stakeholders to
strategically engage others in the business and education
ecosystems through commitment to experimentation, innovation, and
sustainable business strategy. Identifying such opportunities for
development of a new model for business schools is important to
educators and policymakers in preparing to leverage and contribute
to existing megatrends to create shared value for regional
economies and in new directions. The Innovative Business School is
written for business schools' management and decision-makers,
related stakeholders, universities, accreditation agencies, and
postgraduate students.
A leader's role in the management of change is a critical issue for
successful outcomes of strategic initiatives. Globalization and
economic instability have prompted an increase in organizational
changes related to downsizing and restructuring in order to improve
financial performance and organizational competitiveness.
Researchers agree that a leader's inability to fully understand
what is needed in order to guide their organization through
successful change can be a reason for failure. Proper planning and
management of change can reduce the likelihood of failure, promote
change effectiveness, and increase employee engagement. Yet, change
in organizations must be viewed as a continuous activity that
affects both organizational and individual outcomes. If change
management can be considered as an event induced by socio-cultural
factors, the cultural variable gains greater significance when
applied to the quality of the relationship between a leader and
their team. Many organizations today are on the verge of
internationalization. It is here that the cultural context can
affect behaviors and, in the same way, leadership style. The
research presented in this book by an eminent group of scholars
explores the influence of culture - ethnic, regional, religious -
on how leaders manage change within organizations.
Family businesses constitute some of the most unique, complex, and
dynamic systems in modern society. The blending of the
performance-based world of business and the emotion-based domain of
the family creates a system potentially fraught with confusion and
conflict. The significant rise in immigrant family businesses adds
a further level of complexity to this mix. Research into immigrant
family businesses has been based on traditional, limited views of
entrepreneurship largely ignoring the ethnic and family contexts
that create the culture from which entrepreneurship emerges, making
it impossible to understand the complex and interdependent
relationships between an owning family, its firm, its governance
and the community context in which the firm operates. These firms
possess features that make their governance a challenging task.
They depict a complex stakeholder structure, whereby the ownership
stakes are passed from one generation to the next. The owning
family's members usually play multiple roles, thereby blurring
governance relationships. Governance in Immigrant Family Businesses
explores the relationship between ethnic cultural influence in
family businesses and its impact on corporate governance,
addressing the intertwined influences of contractual, relational
and cultural governance mechanisms and sets out a comprehensive
theoretical model which clarifies the complexities involved in
business planning, family harmony, and ethnic cultural variables.
The authors specifically identify the implications for research,
education, and practice. Application of their model will be of
value to policy makers, consultants, business researchers and
educators.
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