...Compensation: Does Business Strategy Influence Compensation in High-Technology Firms? Yoshio Yanadori Cornell University Janet H. Marler University at Albany - S.U.N.Y, marler@albany.edu Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/cahrswp Part of the Human Resources Management Commons This Article is brought to you for free and open access by the Center for Advanced Human Resource Studies (CAHRS) at DigitalCommons@ILR. It has been accepted for inclusion in CAHRS Working Paper Series by an authorized administrator of DigitalCommons@ILR. For more information, please contact hlmdigital@cornell.edu. Strategic Compensation: Does Business Strategy Influence Compensation in High-Technology Firms? Abstract This study examined whether a firm's business strategy influences the firm's compensation systems in hightechnology firms. For the firm strategy variable, we used innovation strategy, which is one of the most critical business strategies in the high-technology industry. Our analysis showed that a firm's emphasis on innovation is positively related to the firm's employee pay level, both short-term pay and long-term pay. Moreover, a firm's emphasis on innovation has significant influence on several other aspects of employee compensation management. Innovation is positively associated with the difference in pay level between R&D employees and other employees, time orientation of employee compensation (the relative emphasis on long-term pay to short-term...
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...Research Method One 7th July, 2016 Accra, Ghana How do you choose a good research topic? Give 5 examples of a good research topic and justify your choices, i.e. problem issues in each topic and why they must be researched upon. (Not less than 2000 words). 1. Research defined The Oxford English Dictionary, 2002, defines research as ‘the systematic study of materials and sources in order to establish facts and reach new conclusions’. According to Zina O’Leary, 2004, a research is a process that needs to be actively managed. The main aim of research is to find out the truth which is hidden and has not yet been discovered. Research is therefore undertaken to gain familiarity with new insights into a phenomenon (i.e., formative research studies); to accurately portray the characteristics of a particular individual, group, or a situation (i.e., descriptive research studies); to analyse the frequency with which something occurs (i.e., diagnostic research studies); and to examine the hypothesis of a causal relationship between two variables (i.e., hypothesis-testing research studies). 1.2 Research topic defined According to Laura Morrison, 2014, a research topic is an idea or theory that is expressed as a statement, a contention for which evidence is gathered and discussed logically. One of the most important concerns in choosing a thesis topic is that the topic speaks to an area of current or future demand. A research topic should be...
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...Page 1 of 16 Peer Reviewed Article Vol.11(1) March 2009 Effect of online social networking on employee productivity A. Ferreira * Centre for Information and Knowledge Management University of Johannesburg Johannesburg , South Africa aferreira@uj.ac.za T. du Plessis Department of Information and Knowledge Management University of Johannesburg Johannesburg , South Africa tduplessis@uj.ac.za The popularity of social networking sites is relatively recent and the effect of online social networking (OSN) on employee productivity has not received much scholarly attention. The reason most likely lies in the social nature of social networking sites and OSN, which is assumed to have a negative effect on employee productivity and not bear organisational benefit. This reseach investigated recent Internet developments as seen in the social Web and specifically investigated the effect of OSN on employee productivity and what some of the consequences would be if employees were allowed unrestricted access to these networks. The findings concerning the nature of employees' OSN activities, employees' attitude or perceptions with regard to OSN in the workplace and how OSN can contribute or affect the productivity of employees are discussed in this article. Some of the basic misconceptions regarding OSN are highlighted and it is concluded that this technology can be used to increase collaboration between individuals who share a common interest or goal. Increased collaboration will stimulate...
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...karasek@umcs.pl Abstract: Nowadays increasing role of information technologies and strategic role of human resources management have influence on enterprises. Moreover rapid development of information technologies affects the process of human resources management in enterprises. The aim of the paper is the analysis of utilization of IT in human resources management in high-tech enterprises in the USA. These practices will be presented in following areas: recruitment and selection, development and training, performance management, motivation, talent management, employee self-service systems. There will be also presented results of studies on the utilization of IT tools in HRM conducted in Polish enterprises. Results of conducted survey shows increasing utilization and variety of IT solutions in all surveyed areas in high-tech enterprises in the USA what caused the crucial influence of HRM process. The level of IT tool implementation in HRM processes taking place in Polish enterprises is low, which, according to enterprises, results from the lack of funds for implementation of this type of solutions. In the future enterprises are planning further implementation due to drawn advantages, consolidate individual HRM processes and implement cloud-based solutions. Keywords: human resources management, information technology, e-HR, HRM practices 1567 1. BACKGROUND 21. century has seen a rapid growth of information technologies in nearly all aspects of human activity and growth...
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...critical component, but also a motivational component in the form of constructive feedback. In organizations, feedback is considered as a first step to improvement and personal development. This makes it an important resource fuelling our motivation at work (Bakker & Demerouti, 2007). However, if information is likely to be negative, media choice can be crucial in delivering the feedback (Fulk & Mani, 1986). In our western society it is not done to send negative personal feedback by e-mail. In such a situation, F2F interaction is preferred. The question is, what is in best concern of the employee? The space between the sender of the feedback (manager) and the receiver (employee) is regulated by the context of the interaction and by the history of the relationship between the two (Lave, 1993). Positive feedback is not that difficult to deliver because it usually makes the receiver happier. Media choice is also no issue, since positive messages are less ambiguous and more easily interpretable than negative messages. However, many people have a natural reluctance in communicating undesirable feedback, which is in the literature known as the “mum effect” (Rosen & Tesser, 1970). This effect can be explained in the expectations of the sender that the news (s)he is going to deliver can be psychologically unpleasant for both the receiver and the sender (e.g., Maynard, 1996; Tesser & Rosen, 1975). Before the communication begins the sender anticipates how the reaction of the receiver might...
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...High Performance Work System is a name given to a set of management practices that attempt to create an environment within an organization where the employee has greater involvement and responsibility. More specifically, HPWS has been defined by Bohlander et al (2004) as “a specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment and flexibility” (Bohlander & Snell, 2004, p. 690). Barnes (2001) writes that the concept and ideas for high performance work systems has existed for quite some time and has its roots in the late twentieth century amid the upheaval in the United States manufacturing environment (Barnes, 2001, p. 2). During this period, the manufacturing industry in America had realized that global competition had arrived and they needed to rethink the ‘tried and true’ manufacturing processes. The concepts that arose out of these turbulent times are items that eventually would become key components of a high performance work system. The first component is the concept of “increased opportunity to participate in decisions” (Barnes, p. 9) for employees. The ability for an employee to participate in the decision making process is considered to be one of the key elements of an HPWS because it allows the employee to make decisions that effect their immediate environment, which in turn effect the entire organization. This participation provides leads to employees feeling more empowered, which leads to a more...
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...high-performance organization through the adaption of technology, communication, teamwork, and management skills. Of all the stress that can happen to companies because of the integration of these characteristics, it is important for the employees and employers to handle the new demands of stress on the employee. Employers must be able to give solutions on how employees handle these stresses and still work with the same efficiencies. Characteristics of high-performance workplaces and organizations Traditional and High-Performance Organizational Differences High-performance organizations share many of the same characteristics and objectives. Open communication is one of the more important characteristics. In order for there to be trust and respect in the organization there must be open communication. Communication within departments and among the organizations clients and vendors ensures that no one will be left without the proper channels to obtain the information that the clients or vendors need (Team A Discussion, 2010). High-performance organizations have the necessary technology available to their employees to help them perform at a higher standard than the standards of the traditional organization (Team A Discussion, 2010). These advances may be anything from the proper computer programs, faster computers, or employing off-site technologies such as blackberries, for the employees to use. A good management skill is another characteristic that high-performance organizations...
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...Smartphone in Employees Performance in AMA University A Research project Submitted to the College of Business and Finance In Partial Fulfillment of the Requirements for the Subject ITMA 570 Prepared by: Introduction Smartphone technology are growing so fast more than any other electronic equipment in the world and has improve our access to information technology. Smart phone applications for quick access and ease of service anytime anywhere . The usage of this technology on the personal and professional level is becoming a widespread nowadays. Casual observation shows that smart phone have taken the way people communicate in their workplace and affect their working performance. This comes as no surprise in the information technology world nowadays. Despite their popularity. One must consider whether smart phones are merely a workplace appropriateness or source of distraction. For instance, a worker attending a meeting can retrieve whatever information he/she needs while he/she is in the conversance room; however, that same worker can disrupt the meeting each time his/her phone rings. Arguably, there are pros and cons for the performance of the employee of using the smart phone in their work performance, but it is important to relies the potential liability that smart phone effect the employees performance. We are in a litigious society with a rise in the organization liability, Thompson and Bluvshtein (2008) (1) report that " … employee use of technology is resulting in greater...
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...committed communications policy, initiate formal and informal programs and assess their own performance. Organizations eager to achieve strategic goals establish well-defined communications strategies. A well-defined strategy is one that engages employees, coordinate and aligns with the organization's business goals. A close relationship between business, performance technology, and communication strategies will focus understanding and support for the direction of the organization. As different combinations of performance interventions have been developed to help build a high performing organization, they cannot be effective without a communications strategy. Effective communications help to build awareness and motivate to action as well as explains a program's value to employees. Communications helps to build trust, and It contributes to the creation of an environment of trust around leaders that helps them to lead effectively, engage employees and ultimately deliver results. Communication Strategies And Their Effect On Performance. 1) strategies; For effective communication information should be clear and well defined and make sure employees received useful, timely, and consistent communications. As an example Materials Communications group at Intel was created to assure employees received useful, timely, and consistent communications. The Materials Communications strategy deliver information which are timely accurate,...
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...NBER WORKING PAPER SERIES HUMAN RESOURCE MANAGEMENT AND PRODUCTIVITY Nicholas Bloom John Van Reenen Working Paper 16019 http://www.nber.org/papers/w16019 NATIONAL BUREAU OF ECONOMIC RESEARCH 1050 Massachusetts Avenue Cambridge, MA 02138 May 2010 This paper has been prepared for a chapter in the Handbook of Labor Economics Volume IV edited by David Card and Orley Ashenfelter. We would like to thank the Economic and Social Research Council for their financial support through the Center for Economic Performance. This survey draws substantially on joint work with Daron Acemoglu, Philippe Aghion, Eve Caroli, Luis Garicano, Christos Genakos, Claire Lelarge, Ralf Martin, Raffaella Sadun and Fabrizio Zilibotti. We would like to thank Orley Ashenfelter, Oriana Bandiera, Alex Bryson, David Card, Edward Lazear, Paul Oyer, John Roberts, Kathy Shaw and participants in conferences in Berkeley and the LSE for helpful comments. The views expressed herein are those of the authors and do not necessarily reflect the views of the National Bureau of Economic Research. © 2010 by Nicholas Bloom and John Van Reenen. All rights reserved. Short sections of text, not to exceed two paragraphs, may be quoted without explicit permission provided that full credit, including © notice, is given to the source. Human Resource Management and Productivity Nicholas Bloom and John Van Reenen NBER Working Paper No. 16019 May 2010 JEL No. L2,M2,O32,O33 ABSTRACT In this handbook of labor economics chapter...
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...LRP Long Range Planning 37 (2004) 351–366 long range planning www.lrpjournal.com Implementing the Balanced Scorecard in Greece: a Software 5 Firm’s Experience Alexandros Papalexandris, George Ioannou à and Gregory P. Prastacos The Balanced Scorecard (BSC) is a relatively new approach to strategic management and performance measurement and control, which has generated substantial interest in the academic and industrial communities. This paper presents the experience from the implementation of a specific BSC model at a large software development company in Greece. The study illustrates and evaluates the main obstacles and shortcomings, as well as the critical success factors that characterise such BSC projects, while offering managerial insights and guidelines for similar implementations. Q 2004 Elsevier Ltd. All rights reserved. Introduction The shortcomings of traditional management control and performance measurement motivated the development of the Balanced Scorecard (BSC), a management system incorporating all quantitative and abstract measures of true importance to an enterprise.1 The two key elements of the BSC are: (a) Clustering of similar types of measures into groups (perspectives); (b) Limiting the measures and linking their values to improve clarity, allow for transparent communication throughout the organisation, and effectively manage change. 5 An earlier and compact version of this paper was presented at the IEEE International Engineering Management...
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...INFORMATION TECHNOLOGY AND ORGANIZATION DEVELOPMENT Abstract Over the years information technology (IT), has increasingly become an important factor and fundamental to support organizational processes and development. When one hears the terms Information Technology and Organizational Development, one may think of two different completely opposite entities and industries. However, there are many theories that recognize information technology (IT) as a critical infrastructure in many organizations and also developing as an effective contributor to organizational performance. In this paper, I will determine if there’s an association between the two industries as it relates to organization development efforts of an organization. I will also determine the effects information technology has on organization development. Introduction Information Technology What is Information Technology? According to Dictionary.com, Information Technology (IT) is “the development, implementation, and maintenance of computer hardware and software systems to organize and communicate information electronically.” It is referred to as anything that relates to computing technology, such as networking, hardware, software, the Internet and etc. It is very obvious that we live in a technology driven world. Information technology (IT) is recognized as a critical infrastructure in many organizations. IT is also emerging as an effective contributor to organizational performance. It is often argued that success...
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...Knowledge management and organizational performance: Theoretical Study 1. Introduction Knowledge is an asset that needs to be effectively managed. Interest in knowledge management (KM) has grown dramatically in the recent years, as more researchers and practitioners have become aware of the knowledge potential to drive innovation and improve performance. For an organization to remain competitive, it must effectively practice the activities of creating, acquiring, documenting, transferring, and applying knowledge in solving problems and exploiting opportunities. Many researchers argue what the organization comes to know explains its performance. The ultimate test of any business concept, such as KM, is whether it improves business performance. If organizations cannot use knowledge to improve performance, knowledge does not have measurable value. However, management research has often overlooked the role of knowledge and KM in the analysis of organizations and their performance. Most of KM research consists of either theoretical analyses of KM issues or case-based reviews of organizations’ KM practices. Consequently, KM research is short of offering an unambiguous understanding of the role of KM in improving organizational performance. On the other hand, effective KM entails an understanding of the interrelationships that may exist among KM processes such as knowledge acquisition, knowledge creation, knowledge documentation, knowledge transfer, and knowledge application. These...
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...Specialist Computer Centres (SCC) is an information technology solutions provider specialising in IT infrastructure, primarily working with very large companies and public sectors bodies to reduce cost and achieve operational efficiencies across the infrastructure. Formed in 1982 by Sir Peter Rigby in Birmingham under the umbrella of Specialist Computer Holdings (SCH), SCC it is Europe’s largest privately owned technology company in terms of revenue. Communications is highly important for SCC as it is instrumental for the successful achievement of the company goals. The aim of this report is to review the effectiveness of the internal communications used in the organisation and how these relate to business operations and performance. SCC communication network is decentralised as the organisation is divided into several areas and each own is responsible for their own performance, such as private and public sector teams. organised using the Y network where information generated from the MD is then channelled via the private and public sector units who in turn pass on the information to the all the other relevant teams. 2. Procedure The info used for this report was sourced from SCC’s IT systems and hard-copy corporate information available for internal access. 3. Findings 4.1. Performance Management/ Appraisals Performance Management aims to review an employee performance against agreed measures as well as set an employee performance development plan. It seems that...
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...FINANCIAL PERFORMANCE OF INVESTMENT BANKS IN KENYA | NICHOLAS KIPYEGOMEN CHEPKOIWO | FACTORS AFFECTING THE DEVELOPMENT OF EMERGING CAPITAL MARKETS. THE CASE OF NAIROBI STOCK EXCHANGE | KIPKURUI KIMOSOP | THE RELATIONSHIP BETWEEN CORPORATE GOVERNANCE AND FINANCIAL PERFORMANCE OF INSURANCE COMPANIES IN KENYA | OMENDA CHRISTOPHER ODHIAMBO | EFFECT OF STOCK SPLITS ON STOCK LIQUIDITY OF COMPANIES QUOTED AT THE NSE | GEORGE MARTIN NZIVE KASYOKA | THE USE OF STRATEGIC POSITIONING TO ACHIEVE SUSTAINABLE COMPETITIVE ADVANTAGE AT SAFARICOM LIMITED | MUTIE PETER KIOKO | RELATIONSHIP BETWEEN PRIOR PERIOD DIVIDENDS AND FINANCIAL PERFORMANCE OF FIRMS LISTED AT THE NSE | EVANS ODHIAMBO OYIEYO | BALANCE SCORE CARD AS A STRATEGIC MANUFACTURING INDUSTRY IN KENYA | SAMBA STEPHEN MIDEGA | INVESTIGATION OF CAPACITY MANAGEMENT STRATEGIES AND THEIR INFLUENCE ON SERVICE QUALITY: CASE OF NAIROBI SUPERMARKETS. | LUCY MUTHEU KIILU | CAUSES OF INDUSTRIAL DISPUTE IN GARMENT FACTORIES AT THE ATHI RIVER EXPORT PROCESSING ZONES, KENYA | JENIFFER N. MULI | THE RELATIONSHIP BETWEEN HOUSE PRICES AND MORTGAGE CREDIT IN KENYA | LOISE KINYUA WANJIRU | STRATEGIC RESPONSES OF EQUITY BANK TO FRAUD RELATED RISKS | DOMSIANA ANYANGO ONYANGO | THE RELATIONSHIP BETWEEN FINANCIAL PERFORMANCE AND INVESTMENT STRATEGIES OF PENSION FUNDS IN KENYA | MARGARET W. GICHANE | ADOPTION OF SOCIAL MARKETING CONCEPT BY PRIVATE HOSPITALS IN NAIROBI. | SHIUNDU OGUNJA MIRRIAM | CHALLENGES OF EMPLOYEE EMPOWERMENT...
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