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Competing logics in evaluating employee performance : building compromises through conventions
(2015)
Current research argues that competing institutional logistics1 can co-exist enduringly and investigates how organizations cope with such institutional complexity (Greenwood et al. 2011). Thereby, the role of practices for handling competing logics has been overlooked and it is currently only to limited extent understood how organizations establish compromises between competing logics. Therefore, we investigated the recent performance appraisal reform of a German public sector organization that occurred in 2008 (see also Kozica, Brandl 2015). BAND (the pseudonym for our organization) has been using performance appraisals for several decades, and performance appraisals have already become entrenched instruments (Zeitz, Mittal, McAulay 1999) for handling staff promotion decisions. While BAND accepted the accountability logic of the performance appraisal, the professional logic (which is based on trust and comradeship as a high value of being professional in our organization) is accepted too and BAND has established a fine-grained compromise between the different logics. During the recent reform of the performance appraisal system, however, this compromise has broken up and challenged organizational members to (re-)arrange a compromise. By using French convention school of thinking (Boltanski, Thévenot 2006) we address how BAND copes with conflicting logics by forming compromises in organizational practices. Thereby, we show that the concept of convention is particularly promising for understanding of how organizations deal with institutional complexity. More broadly, our argument contributes to the elaboration of an organizational theory for the institutional logics discussion that explains how organizational and individual actions are interlinked.
Throughout the past decade the rapid proliferation and widespread adoption of social media for marketing purposes can be observed across all technological and digital touch points. This paper focuses on the implementation of social media marketing during mega sports events. We examine impacts by analyzing Adidas’ and Nike’s social media campaigns in the frame of the FIFA World Cup 2014 in Brazil. What impact did the social media activities of Nike and Adidas have on their Twitter and Facebook presence? Which additional value did the social media activities contribute to their respective targets of the entire marketing campaign? In order to answer these questions an empirical study was conducted. Several hypotheses were formulated and tested.
This article reviews the literature on Christmas economics. First, we present an overall picture of the debate on the potential welfare loss of gift-giving and we show strategies that reduce the potential welfare loss and might increase the number of presents received. Second, we discuss the effect of Christmas on prices and the business cycle. We provide evidence that at Christmas stock prices and airfares increase, while food prices decrease.
Ethics matters! Diese Einsicht führt dazu, für Personalmanager zweierlei zu fordern: eine umfassende Managementkompetenz sowie eine hohe ethische Handlungskompetenz. Dies hat Auswirkungen auf das professionelle Selbstverständnis von Personalmanagern. Letztlich werden Personalmanager im Unternehmen nur dann nachhaltig Erfolg haben, wenn es ihnen gelingt, unter Beachtung der sozialen und gesellschaftlichen Auswirkungen personalwirtschaftlichen Handelns einen Wertschöpfungsbeitrag zu generieren.
Damit stellt die Interpretation eines unternehmerisch denkenden Personalmanagers, der als Business Partner den Wertschöpfungsbeitrag vor Augen hat und die Interessen des Unternehmens auch gegen Widerstände der Mitarbeiter durchsetzt, eine deutlich verkürzte dar. Zwar ist diese verkürzte Interpretation nicht die derzeit überall vorherrschende Auslegung der Rolle des Personalmanagements. Trotzdem sollten und könnten Personalmanager künftig - beispielsweise in Zeitschriften, auf Tagungen und Kongressen - wieder stärker über die ethischen Grundlagen der Profession streiten. Dies wäre ein wichtiger Beitrag zur Professionalisierung des Personalmanagements.
Mastering of complex systems and interfaces, idea and innovation management as well as virtually integrated product and process planning are essential competences to be developed and fostered to cope with the changing role of the workforce in a future industry 4.0 work system. Learning factories, like the Logistics Learning Factory at Reutlingen University, which are equipped with state-of-the-art infrastructure, offer a high potential to decidedly address these competences.
Executive education in IS is under the scrutiny of many institution for the potential to bring in financial revenues. However teaching executives can be a very challenging task because of the previous experiences, variation in their previous education, and multiplicity of motivations for pursuing a continuous education. The panel aims at sharing successful experiences and highlighting challenges of dealing with executive audiences. The panel will present the results of a large survey among executive students and identify the three most significant elements emerged from the survey: the importance of theory that is actionable, the importance of varied pedagogical tools and practices, and the importance of relevance beyond practical tools. Based on a survey that will be distributed to the audience at the beginning of the panel, the audience will be actively engaged in sharing their experiences on the three topics aiming at capitalize and sum up the collective knowledge of the room.
As "the most international company on earth", DHL Express promised to deliver packages between almost any pair of countries within a defined time-frame. To fulfill this promise, the company had introduced a set of global business and technology standards. While standardization had many advantages (improving service for multinational customers, faster response to changes in import/export regulations, sharing of best practices etc.), it created impediments to local innovation and responsiveness in DHL Express' network of 220 countries/territories. Reconciling standardization-innovation tradeoffs is a critical management issue for global companies in the digital economy.
This case describes one large, successful company's approach to the tradeoff of standardization versus innovation.
Started as a mono-line focused purely on savings, in late 2012 ING Direct Spain was becoming a full-service bank. To this end, the bank had substantially increased its product- and channel-portfolio. ING Direct Spain originally provided "simple", "good value for money" products in an "easy to deal with" way at low cost supported by a direct model. But with the growth in its product portfolio during the previous decade and the ambitious goal of becoming a full-service bank, an increase in complexity seemed inevitable. Like many businesses in the global, digital economy, ING Direct Spain found it needed to decide which complexity created value for its customers and which one not. It also learned that IT can contribute to complexity and/or help manage complexity.
This case offers a close look at challenges of growing a company by increasing product complexity to provide comprehensive yet simple services.
This article briefly describes reasons for dramatising poetry in the language classroom and then gives practical descriptions of how poetry can be taken ‘from page to stage’. It focusses on the aspects content, form and context of poems and how they can be dramatised. A special focus is on working with Shakespearean sonnets but the ideas can be transferred to other types of poetry as well.