Good wives and corporate leaders: Duality in women’s access to Australia’s top company boards, 1910–2018

2021 ◽  
pp. 1-23
Author(s):  
Claire E. F. Wright
Keyword(s):  
Corporate Leaders

scholarly journals A Framework for Assessing Commitment Indicators in Sustainable Development Decisions

2021 ◽  
Vol 13 (9) ◽  
pp. 5234
Author(s):  
Mustafa S. Al-Tekreeti ◽  
Salwa M. Beheiry ◽  
Vian Ahmed
Keyword(s):  
Sustainable Development ◽  
Performance Indicators ◽  
Energy Use ◽  
Capital Projects ◽  
The Sustainable Development ◽  
Corporate Leaders ◽  
Corporate Decisions ◽  
Waste Energy ◽  
Infrastructure Project

Numerous decision support systems have been developed to address the decision-making process in organizations. However, there are no developed mechanisms to track commitment down the line to the decisions made by corporate leaders. This paper is a portion of a study that establishes a framework for a comprehensive metric system to assess commitment to Sustainable Development (SD) decisions down the line in capital projects, and sets the groundwork for further development of performance indicators for SD outcomes. This ultimately leads to investigating the relationship between commitment to corporate decisions and better project performance in SD parameters. Hence, this study explores the literature to extract relevant parameters that reflect the degree of the project participants’ commitment to SD decisions and to develop commitment indicators. The study created then validated an index to track this commitment along the project stages: the Sustainable Development Commitment Tracking Tool (SDCTT). The SDCTT was tested on an infrastructure project case study. In this paper, techniques relevant to the first stage of projects (planning and definition) are presented. The SDCTT is the groundwork for the future development of performance indicators for SD outcomes, and within the postulated model should ultimately contribute towards reducing project waste, energy use, and carbon emissions.

Access to justice as a human right, organizational entitlement and precursor to diversity and inclusion

2020 ◽  
Vol 39 (7) ◽  
pp. 787-791 ◽  
Author(s):  
Quinetta Roberson
Keyword(s):  
African Americans ◽  
Civil Rights ◽  
The United States ◽  
Police Brutality ◽  
Access To Justice ◽  
Content Type ◽  
Organizational Policies ◽  
Corporate Leaders ◽  
Diversity And Inclusion ◽  
Policies And Practices

PurposeIn the wake of the death of George Floyd in the United States, many corporate leaders have released statements condemning racism and police brutality and committed their organizations to focus on diversity and inclusion. While such statements, intentions, and goals are laudable, they evade the phenomenon at the crux of the current social movement: access to justice.Design/methodology/approachThis essay draws upon theory and research across a variety of disciplines to examine the accessibility of justice for African Americans in society and in work organizations.FindingsAs corporate leaders have made statements decrying racism and police brutality and offered their support to civil rights groups and organizations fighting for racial justice, there is a need for that same level of scrutiny and support within their own organizations. As a precursor to diversity and inclusion initiatives, corporate leaders need to take actions to ensure the fairness of outcomes, policies and practices, and treatment by others for African Americans within their organizations.Practical implicationsStrategies for reviewing and revising organizational policies and practices to preserve fairness in the work experiences of African Americans and for creating and maintaining cultures of fairness are offered.Originality/valueThe author integrates historical documents, research, opinion, and literary devices to understand the meaning and practice of justice in society and organizations.

Technology brokering and innovation: linking strategy, practice, and people

2005 ◽  
Vol 33 (1) ◽  
pp. 32-36 ◽  
Author(s):  
Andrew Hargadon
Keyword(s):  
Design Methodology ◽  
Innovation Process ◽  
Innovation Strategy ◽  
Growth Opportunities ◽  
Main Method ◽  
Content Type ◽  
Corporate Leaders ◽  
Continuous Innovation ◽  
New Ideas ◽  
Practical Implications

PurposeThe author has spent the last ten years studying the innovation process in modern organizations and found that the most successful firms pursue an innovation strategy termed technology brokering.Design/methodology/approachHow are the objectives achieved? Include the main method(s) used for the research. What is the approach to the topic and what is the theoretical or subject scope of the paper?FindingsRather than chasing wholly new ideas, these successful firms focus on recombining old ideas in new ways. The results have sparked many technological revolutions and produced a steady stream of growth opportunities for existing businesses.Research limitations/implicationsNeeds cases showing that technology brokering, and the complementary work practices and people, can successfully execute such a strategy.Practical implicationsBy transforming traditional R&D organizations through a strategy of technology brokering firms can build competencies for continuous innovation..Originality/valueTo pursue a strategy of recombinant innovation, corporate leaders must put themselves in position to be the first to see how existing technologies in one market could be used to create breakthrough innovations in another.

scholarly journals Experiential Learning: A Definitive Edge In The Job Market

2010 ◽  
Vol 3 (2) ◽  
pp. 115-118 ◽  
Author(s):  
James Clark ◽  
Gayle Webb White
Keyword(s):  
Experiential Learning ◽  
Business Strategy ◽  
Real Life ◽  
Marketing Research ◽  
Free Enterprise ◽  
Business Majors ◽  
Learning Program ◽  
Corporate Leaders ◽  
Learning Programs ◽  
Complete Detail

The value of experiential learning is explored as it has now become a given among educators and corporate leaders that a university must provide experiential learning programs such as internships; real-life cases in marketing research, advertising, etc.; and voluntary student participation in income tax preparation for the needy and elderly; and many additional types of programs to promote the application of learning and involvement with the world of work.  The paper presents one unique experiential learning program in complete detail—Student in Free Enterprise’s Walgreens Wrangle.  This is a twelve-university business strategy competition sponsored by the Students in Free Enterprise team at Southern Arkansas University that has the three-day involvement of managers of four major corporations.  This period of time to interact both professionally and socially with a corporate group has proven to be invaluable to business majors and provided them with many experiential learning experiences.

The charge of the white brigade

2017 ◽  
Vol 38 (1) ◽  
pp. 47-50
Author(s):  
Peter Buell Hirsch
Keyword(s):  
Best Practices ◽  
Negative Impact ◽  
Positive Impact ◽  
Business Practices ◽  
Content Type ◽  
Corporate Leaders ◽  
Noticeable Increase ◽  
Diversity And Inclusion ◽  
Industry Type ◽  
Diversity In The Workplace

Purpose The purpose of this study is to examine the long struggle to increase diversity and inclusion in the leadership of large corporations. In spite of significant progress, women and minorities are still woefully under-represented. The extraordinary diversity of the Millennial generation (born between 1982 and 2004) should help accelerate change, but it is not believed that demographics on its own will dramatically improve matters. This viewpoint examines some of the underlying tensions around diversity in the workplace and suggests some approaches that could have a positive impact. Design/methodology/approach The paper cites a number of statistics from the secondary literature that demonstrate how, unfortunately, diversity still suffers periodic setbacks as well as improvements. It then examines the actual world of work to propose ways in which “inclusion” in the workplace and not just diversity in recruitment has a role to play. Findings In addition to the importance of a strong minority recruitment pipeline, the establishment of affinity networks and minority mentoring, the author also found that some routine business practices need to be carefully examined to see how they promote or defeat inclusion. These include the trend toward less formal meeting structures that can militate against diverse voices being heard; the need to create greater awareness around the tendency of men to interrupt women disproportionality; and the tyranny of teams in which individual credit is often obscured. By being conscious of these practices, their negative impact on diversity and inclusion can be mitigated. Research limitations/implications The findings are the author’s own viewpoint and would need to be validated in controlled studies. Practical implications The best practices proposed would need to be adapted to fit well in different corporate cultures both geographically and by industry type. Social implications If corporate leaders devoted sufficient attention to these day-to-day business practices, the author believes that they would see a noticeable increase in diversity and inclusion, leading to better productivity and more rewarding roles for women and minorities in the workplace. Originality/value While diversity and inclusion have been written about extensively, the author is not aware of any comparable reflections on best practices in the workplace of this kind.

Succeeding in an increasingly Agile world

2018 ◽  
Vol 46 (3) ◽  
pp. 3-9 ◽  
Author(s):  
Steve Denning
Keyword(s):  
Customer Value ◽  
Large Scale ◽  
Management Practices ◽  
Human Beings ◽  
Value Innovation ◽  
Content Type ◽  
Corporate Leaders ◽  
Immense Potential ◽  
Practical Implications ◽  
Management Thinking

Purpose As Agile management thinking spreads to every part and every kind of organization, including their competitors, corporate leaders need to take steps to ensure they get and keep a good seat at the Agile table. Design/methodology/approach The author’s first hand research finds that firms are learning the hard way that software process and value innovation requires a different way of running the organization to be successful. The whole firm has to become nimble, adaptable and able to adjust on the fly to meet the shifting whims of a marketplace driven by dynamic changes in customer value. Findings The Agile way of working is provoking a revolution in business that affects almost everyone. Agile organizations are connecting everyone and everything, everywhere, all the time. They are capable of delivering instant, intimate, frictionless value on a large scale. Practical implications Examples of the new way of running organizations are everywhere apparent. It’s not just the five biggest firms by market capitalization: Amazon, Apple, Facebook, Google and Microsoft. It’s also firms like Airbnb, Etsy, Lyft, Menlo Innovations, Netflix, Saab, Samsung, Spotify, Tesla, Uber and Warby Parker. Social implications A new kind of management was needed to enable this new kind of worker -- a fundamentally different way of running organizations. Agile is economically more productive and a better fit with the new marketplace. And it had immense potential benefit for the human spirit. It could create workplaces that enabled human beings to contribute their full talents on something worthwhile and meaningful – creating value for other human beings. Originality/value Continuing the management practices and structures of the lumbering industrial giants of the 20th Century is no longer a viable option for today’s firms. To survive, let alone thrive, leaders today must recognize that Agile is not something happening in software alone.

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