Examining the Technical Corporate Entrepreneurs’ Motivation: Voices from the Field

2007 ◽  
Vol 31 (5) ◽  
pp. 753-768 ◽  
Author(s):  
Matthew R. Marvel ◽  
Abbie Griffin ◽  
John Hebda ◽  
Bruce Vojak

Prior research has proposed five conditions that support corporate entrepreneurship: rewards, management support, resources including time, organizational structures (at the macro level), and risk acceptance. This article investigates the sufficiency of these conditions in motivating individual scientists or engineers who have created and commercialized multiple breakthrough innovations in mature corporations—or technical corporate entrepreneurs. Using in–depth interviews with technical corporate entrepreneurs and human resource managers, we explore both how they are motivated and whether there is concurrence between how they say they are motivated and how their human resource managers perceive that they are motivated. We find the framework applicable but incomplete relative to motivating these individuals. The additional dimensions of appropriate work design (at the micro level) and their intrinsic motivation to innovate need to be considered in supporting technical corporate entrepreneurship. Further, we find that an important disparity exists between what technical corporate entrepreneurs say motivates them and the perceptions of their human resource manger.

2012 ◽  
Vol 6 (5) ◽  
pp. 69-71
Author(s):  
Anita Kozák

The primary objective of this essay is to assign a gap in Human Recourse Management literature. Many studies and resources are known about hiring and maintaining people and their loyalty to organizations. Work socialization is the first step to keeping people; however, most of the literature on integration at the workplace focuses primarily on organizational commitment and not on the individuals. Various perspectives of work socialization have been discussed including socialization stages, guidance and carrier development. This essay focuses on the approach of Human Resource Management, but the scope is expanded to the individual as well. In this paper, the reasoning, the methods and the questions of my future doctoral research on integration at the workplace are analysed. First, the issue is discussed from the perspective of social changes in Hungary. The next part of this essay illustrates varying definitions from the literature, providing then my own view of how to explain the integration process in the workplace and through which what I would like to focus my research. This article also aims to show possible methods (in-depth interviews with Human Resource Managers and document analysis) for examining the topic at multinational pharmaceutical factories in Hungary, while highlighting the most important questions for which my research aims to find answers.


2020 ◽  
Vol 2 (4) ◽  
Author(s):  
MAEEN UDDIN

Current environmental crises make us vulnerable to disasters and tragedies. With environmental problems mounting up, unless immediately addressed with care, we are surely to be doomed. The objective of this qualitative study is to figure out the level of concern as well as understanding that the organizations have on green aspect of Human Resource Management (Green HRM) and also to get an idea about the real implications of green HRM practices. The aim is to interview HR managers from different organizations, manufacturing in nature as Green concept mostly affect this particular area the most and to get a clear picture about their perspectives on Green HRM practices. HR managers from 10 organizations were interviewed, where the respondents were asked questions for 45-60 minutes by a team of 4-5 members. The questions asked during the interview were probed and found that most of the organizations although seemed well informed about the importance of going green concept, but only a few practice it through their actions in day to day HRM functions. The prime limitation is the size of the sample, an extensive study could be carried out in future. The signal from this study is very evident that organizations are familiar with green concepts, but they lack the motivation and top management support as well as monitoring to put this green concept into action for passing on a sustainable, and healthier environment for the generations to come. This study provides an extensive review of literature where the Green HRM practicality examination was needed to be applied into a climate change victim region and the paper successfully finds out the extent of HR managers perspectives and their actions and also provides guidelines to the manufacturing industry and policy makers. 


Author(s):  
Qamar Ali ◽  
Muhammad Fayyaz Sheikh ◽  
Bilal Latif

In this paper, we discern recruiters’ and applicants’ tendencies towards recruitment channels. By drawing on the contextual perspective of human resource management (HRM), we argue that the national institutional environment of a country greatly influences recruiters’ choices of recruitment channels and applicants’ level of attractiveness towards jobs. Using an experimental study (n = 200 graduate students) and in-depth interviews of 10 human resource managers, we find that a) although recruitment channels positively affect applicants’ perceptions of organizational attractiveness, they have no significant impact on applicants’ intentions to apply for the job and b) even though online recruitment channels are widely believed to have a greater impact on organizational attractiveness, recruiters in the south Asian context continue to prefer the paper-based recruitment channels. The study provides interesting insights for recruitment literature, by explicating that socio-cultural and economic context enormously shapes recruiters’ and applicants’ preferences of recruitment channels.


2019 ◽  
Vol 4 (1) ◽  
pp. 165-174
Author(s):  
Ambara Purusottama ◽  
Teddy Trilaksono ◽  
Ari Ardianto

This study attempts to narrow the gaps that exist in the literature about branding in the context of micro, small and medium enterprises (MSMEs). The research method used is a qualitative approach through in-depth interviews with Owners, Managing Directors, and Human Resource Managers in MSMEs. The results of this study indicate that the UMKM employer branding is still limited to intention. It can be seen from the absence of programs or activities that support employer branding programs that are felt directly by their employees. This is induced by the focus of MSME businessmen who are still on fundamental issues such as financial constraints and the absence of loyal consumers. The results of this study can be used by educators or stakeholders in Indonesian MSMEs as a reference for formulating employer branding approaches and strategies that are in line with the characteristics of MSMEs in Indonesia. Keywords: Employer branding, Human resources management, Micro, small and medium enterprises


2015 ◽  
Vol 8 (1and2) ◽  
Author(s):  
P. R. Sandilyan ◽  
Sutheeshana Babu S.

In this empirical study, the authors made an attempt to examine the challenges faced by the human resource managers and employees as well as the benefits extended to the employees in the non-star hotel segment in the city of Kolkata It was also endeavored to ascertain the standards maintained by these hotels specifically the hygiene, safety, work environment and to mandatory legal and regulatory compliances. The results show that while these hotels were profitable and enjoyed a healthy market, the human resource practices were unhealthy and discriminatory in nature. Employees were neither provided with minimum wages and benefits nor have the establishments shown any interest in adhering to the mandatory compliances. This could largely be attributed to predominance of largely unskilled or inadequately qualified employees and a large pool of outsourced manpower.


2014 ◽  
Vol 9 (4) ◽  
pp. 413-428
Author(s):  
R Wordsworth ◽  
BJ Erasmus

This article reports on the results of a survey conducted among human resource practitioners in South Africa regarding their involvement in and experience of business ethics and unethical behaviour in their organisations. The results of the study concur with the theoretical perception that human resource managers have an important role to play in the institutionalisation of good ethical behaviour in the organisation, with the majority of respondents reporting that the human resource department is a primary resource for ethical initiatives and that human resource professionals are involved in the formulation of ethics policies. The article provides some insights in terms of the role of the human resource managers in the management of ethics. In so doing, an attempt is made to address the question of whether human resource managers should be the drivers of ethics initiatives in the organisation.


2017 ◽  
Vol 3 (2) ◽  
pp. 213
Author(s):  
Fanny YF Young

Business adaptability and adjustability is highly important for the business development. It was suggested human resource managers and executives could pay an important contribution to this area. The aim of this study was to search the literature to see how the human resource managers and executives can improve the business adaptability and change of the companies. The internet was searched using various search engines like Google Scholars, Proquest and Google using keywords like human resource management, business adaptability and adjustability and business resilience. All selected papers were individually studied and any relevant materials were identified. Result showed that there were roles of human resource managers and executives in building business adaptability and adjustability such as acting as strategic partners, employee sponsors or advocates, change mentors and there were contributions which include transition the human resource department to a profitability factor; making profit to the company and engaging in people-focused approach to business continuity planning for crisis.


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