摘要:

SUMMARYKirton has proposed that creative styles form a continuum from the most adaptive (implying a preference for solving problems through incremental improvement with the system) to the most innovative (preference for restructuring the system in order to solve the problem). This dimension of creative style has traditionally been measured by the Kirton adaption‐innovation inventory (KAI), a 32‐item measure that contains three factors: sufficiency vs. proliferation of originality, efficiency and rule‐conformity. Studies of mid‐career MBA students in the United Kingdom, Australia and the United States indicate that members of the more externally orientated managerial functions (such as marketing and strategic planning) score more innovatively than more internally orientated managers (e.g. in production management, accounting and quality control). However, the research shows that within each of the major functional areas of management, relatively internally orientated and relatively externally orientated management groups can be identified; moreover, the latter score significantly more innovatively than the former. The paper discusses the relevance of these findings to the management of change in organizations (especially in view of recent claims that all managers must embrace and cope with radical and turbulent change), and for the composition and management of effective task groups. Recent criticism has alleged that abridged measures of the KAI (consisting respectively of 20 and 13 of its items) provide more coherent and orthogonal subscales, and that use of the factors comprising adaption‐innovation would elucidate managerial behaviour. These propositions are tested by employing all three versions of the KAI in the analysis. The results lead to the conclusion that the three versions of the KAI produce identical results with respect to the creative styles of managerial functions and subfunctions and that the use of the subscales adds little, if anything, to our understanding of managerial c

ISSN:1045-3172    

DOI:10.1111/j.1467-8551.1994.tb00070.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

SUMMARYThis paper reports the results of interdisciplinary research extending the work of Mather and Peasnell (1991) reported in an earlier issue of this journal. Mather and Peasnell conducted an empirical analysis of the economic circumstances surrounding decisions to capitalize brands. This study investigates the managerial implications of periodically assessing and capitalizing the value of brands. Exploratory interviews were conducted with the key players in brand valuation activity, namely marketing and finance officials in brand‐valuing companies and two senior personnel in the leading international brand‐valuing agency. The recent inception of brand valuation in the accounts of several strong branded British companies provides an excellent research opportunity to explore a relatively novel managerial activity and its internal implications. These implications are reviewed under the headings: planning and control, the accounting/marketing interface, authorization of brand‐related expenditure and brand‐related decision making. An important finding of the study is that, while the original impetus for brand valuation came from balance sheet considerations, other unforseen managerial advantages are now widely perceived to accrue from brand valuation. The majority of current brand valuation activity appears to be driven more by management information needs, which are served by the evaluation phase of the exercise, than by a desire to capitalize brands in the published sta

ISSN:1045-3172    

DOI:10.1111/j.1467-8551.1994.tb00071.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

SUMMARYA theoretical model of managerial careers in organizations was tested by questionnaire. Respondents were 200 managers attending management courses. The model incorporated traditional structural predictors of objective and subjective indices of managers' career progress. It also introduced perceptions of the career management practices of an organization as a predictor, together with career progress, of satisfaction with career management. Results indicated that an organization's structure was a powerful predictor of its perceived career management practices; these in turn were more powerful predictors of satisfaction with career management than was career progress; of particular power was the perceived fairness of career management practices. Regression analysis indicated that the model was generally supported. It was concluded that perceived equity is a powerful determinant of satisfaction, and that therefore an organizational model of career management as part of a psychological contract is likely to be more effective than one based on the prescriptions of human resource management ideology.

ISSN:1045-3172    

DOI:10.1111/j.1467-8551.1994.tb00072.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

SUMMARYThis paper explores differences in the nature of decisions taken by males and females. Women are playing an increasingly important role in business management and managers are ultimately tested and evaluated in terms of their success in making decisions. Consequently any difference in the character and quality of decisions taken by male and female managers will have important implications for organizations. This paper reviews the literature, and reports two pieces of empirical work which investigate the connections between gender and decision making. The decision‐making characteristics of males and females in a ‘non‐managerial’ population in which the majority of individuals have not undergone formal management education are contrasted with a ‘managerial’ population of potential and actual managers who have undertaken such education. It is argued that women are often excluded from managerial positions of authority and leadership due to stereotypes, which have been constructed by observing ‘non‐managerial’ populations at large. The paper concludes, however, that these stereotypes may not apply to managers as in the ‘managerial’ sub‐population males and females display similar risk propensity and make dec

ISSN:1045-3172    

DOI:10.1111/j.1467-8551.1994.tb00073.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

SUMMARYLeverage‐increasing transactions such as recapitalizations and leveraged buy‐outs are known to create shareholder wealth. It has been argued that the only sources of this value are efficiency improvements and tax benefits brought about by the higher debt load. This paper shows empirically that contrary to popular belief a portion of this wealth comes at the expense of current bondholders. It is estimated that between 20 per cent and SO per cent of the value created during a leveraged recapitalization can be attributed to wealth transfers from bondholders to sharehold

ISSN:1045-3172    

DOI:10.1111/j.1467-8551.1994.tb00074.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

SUMMARYThe concept of the ‘learning organization’, with its roots in self‐development and action‐learning, has recently caught the imagination of many organizations and researchers. However, emerging definitions are creating ambiguity. There is, therefore, a need to add substance to them, and widen our understanding of what the concept means, by concentrating on what is meant by ‘learning’, and focusing on exactly how adults learn. Understanding and facilitating adult learning in organizations is, by and large, a confused activity that fails to connect with an individual's other experiences and needs, and with what modern psychology and research have to teach us. In particular, learning and skills need to be linked to the questioning of purpose and value in an o

ISSN:1045-3172    

DOI:10.1111/j.1467-8551.1994.tb00075.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY