The Persisting Human Element of the Electronic Trading Habit

2011 ◽  
pp. 271-284
Author(s):  
Roger F.A. van Daalen
Keyword(s):  
Risk Management ◽  
Job Performance ◽  
Work Environment ◽  
Electronic Monitoring ◽  
Embodied Experience ◽  
Electronic Trading ◽  
Human Element ◽  
Talent Pool ◽  
Human Endeavor ◽  
The Difference

The move towards electronic trading was believed by some to narrow the scope of information available to traders, due to the difference between the old paper-based and new IT-enhanced work environment. It was expected that a trader’s job performance would transform from a physical, social, embodied experience, into an individualized, rational, and detached operation. In this chapter, we discuss how the human element to trading has remained central to job performance, by illustrating how particular trading companies have excelled under the new job environment. Drawing on a data collected on electronic trading firms between mid-2007 to late 2010, we focus on a smaller set to illustrate our findings. We find that trading has remained a human endeavor; traders group together for learning and coordination benefits. Furthermore, firms now tap into a global talent pool, and have incorporated monitoring benefits made possible by electronic monitoring of positions for better risk management.

Managing the Era of Multi-Cultural Leadership

2018 ◽  
Vol 11 (1) ◽  
Author(s):  
M. Rahul ◽  
R. Ganesan
Keyword(s):  
Work Environment ◽  
Leadership Style ◽  
Work Experience ◽  
Cross Culture ◽  
Cultural Leadership ◽  
Team Members ◽  
Diverse Workforce ◽  
The Difference ◽  
The One ◽  
Global Arena

Leaders in the global arena are the one who face the challenges never seen before, while coordinating work and managing relationship between team members coming from varied ethnic groups. Globalization has undoubtedly opened up endless growth opportunities for both, businesses and individuals, by collaborating with each other, but with certain inherent challenges. These challenges are the difference in the cultural background of the team members, which gets predominantly reflected in their behavior at workplace too. The cultural differences exist primarily due to differences in shared values, which form the basis for difference in perception and practices of decision making by an individual (Hofstede, 1980). Juana Bordas has rightly described that any business that fails to adapt their leadership style aligning with multi-cultural approach will find it difficult to thrive in a more colorful world. Leadership style has witnessed various facets of changing work environment that has demanded from leaders to modify their approach to adapt along and be effective and survive in the ever-changing environment of business (Bordas,2007).A cross-culture leader plays a significant role in knitting the diverse workforce into an efficient team; which requires a leader to very well understand the various dimensions of culture. This understanding of the leader enables him to learn about blending of leadership styles to address the challenges of such work environment. This paper is an extended work on 'Leadership in Cross-Cultural Environment – A Comparison of Asian and Non-Asian Managers' (Rahul and Ganesan, 2015). The extended research study has identified that enhanced work experience of cross-culture leaders enables them in effective team management, than the rise in designation, as it results in creation of hierarchical distance between the leaders and subordinates.

Rhythm

2018 ◽  
Author(s):  
Lexi Eikelboom
Keyword(s):  
Social Sciences ◽  
Twentieth Century ◽  
Human Existence ◽  
Embodied Experience ◽  
Giorgio Agamben ◽  
The Social ◽  
Contemporary Philosopher ◽  
The Subject ◽  
The Difference ◽  
Theoretical Category

This book argues that, as a pervasive dimension of human existence with theological implications, rhythm ought to be considered a category of theological significance. Philosophers and theologians have drawn on rhythm—patterned movements of repetition and variation—to describe reality, however, the ways in which rhythm is used and understood differ based on a variety of metaphysical commitments with varying theological implications. This book brings those implications into the open, using resources from phenomenology, prosody, and the social sciences to analyse and evaluate uses of rhythm in metaphysical and theological accounts of reality. The analysis relies on a distinction from prosody between a synchronic approach to rhythm—observing the whole at once and considering how various dimensions of a rhythm hold together harmoniously—and a diachronic approach—focusing on the ways in which time unfolds as the subject experiences it. The text engages with the twentieth-century Jesuit theologian Erich Przywara alongside thinkers as diverse as Augustine and the contemporary philosopher Giorgio Agamben, and proposes an approach to rhythm that serves the concerns of theological conversation. It demonstrates the difference that including rhythm in theological conversation makes to how we think about questions such as “what is creation?” and “what is the nature of the God–creature relationship?” from the perspective of rhythm. As a theoretical category, capable of expressing metaphysical commitments, yet shaped by the cultural rhythms in which those expressing such commitments are embedded, rhythm is particularly significant for theology as a phenomenon through which culture and embodied experience influence doctrine.

scholarly journals Examining the Determinants of Healthcare Workers’ Performance: A Configurational Analysis during COVID-19 Times

2021 ◽  
Vol 18 (11) ◽  
pp. 5671
Author(s):  
Benito Yáñez-Araque ◽  
Sagrario Gómez-Cantarino ◽  
Santiago Gutiérrez-Broncano ◽  
Víctor-Raúl López-Ruiz
Keyword(s):  
Job Performance ◽  
Work Environment ◽  
Health Professionals ◽  
Work Performance ◽  
Qualitative Comparative Analysis ◽  
Good Level ◽  
Configurational Analysis ◽  
Key Variables ◽  
The Times

The evaluation of the work performance of health professionals has focused the interest of scientific research in recent decades as a basis for improving the quality of health services. The global COVID-19 pandemic has pushed countries’ health systems to the limit and had previously unknown consequences on the job performance of health professionals. In this context, what are the determinants of performance? There are numerous studies that link job performance with other variables that directly affect it, such as leadership, job satisfaction, organizational commitment, and work environment. However, there are no studies that jointly relate all these variables, and even less in the field of health. The main objective of this work is to analyse how these variables are configured together to generate a good level of performance of health professionals during the times of COVID-19. To do this, a fuzzy set qualitative comparative analysis (fsQCA) is carried out, an appropriate method that will allow finding the joint causal effects of key variables in human resources to ensure a good level of job performance in health organizations. The study reveals that leadership and commitment are the two key drivers of performance. The data confirm that the “recipe” to achieve a good level of performance consists of the combination of leadership, commitment, and a good work environment. Additionally, in the case of less satisfied workers, linking leadership and commitment is a sufficient condition.

Sexual Harassment Laws and Their Impact on the Work Environment

2019 ◽  
pp. 657-683
Author(s):  
Philippe W. Zgheib
Keyword(s):  
United States ◽  
Sexual Harassment ◽  
Work Environment ◽  
The United States ◽  
Judicial System ◽  
Willingness To Disclose ◽  
The Usa ◽  
The Difference ◽  
The Impact

This chapter examines the impact of sexual harassment laws in a work environment. Different contexts are examined with different sexual harassment laws. The most vulnerable individuals are identified. The particular case of Lebanon is inspected where few laws regulate this matter. A comparison is established with the USA. Lebanon and the United States have a different view of sexual harassment. In Lebanon, no clear laws protect women. In addition, Lebanon is more tolerant than the United States. The difference in cultures also contributes in people's willingness to disclose harassment. In the United States, people are used to the concept of right and a judicial system that preserves it. In Lebanon, such a matter is taboo, and people are discouraged from disclosing to preserve their reputation.

Supply Chain Risk Management Driven By Action Learning

2011 ◽  
pp. 212-229
Author(s):  
H.P. Borgman ◽  
Wilfred Rachan
Keyword(s):  
Risk Management ◽  
Supply Chain ◽  
Supply Chain Management ◽  
Risk Mitigation ◽  
Action Learning ◽  
Supply Chain Risk Management ◽  
Supply Chain Risk ◽  
Chain Management ◽  
Sustainable Improvement ◽  
The Difference

This chapter is the outcome of our consolidated learning on “Supply Chain Risk Management” and “Action Learning in Supply Chains” over a period from 2006 to 2010. We have also published several papers in this domain; please refer to the bibliography section. Although there is a substantial volume of literature on the topic of Supply Chain Management and no lack of coverage today on Risk Management, our motivation was guided by our desire to put into context, both from an academic and Industry perspective, a practical methodology for supply chain risk mitigation based on a proven theory of learning. This methodology will enable industry practitioners of supply chain management to comprehend and act upon risk i.e. identification, assessment, response, monitoring and evaluation. Risk Management in Supply Chain is not a “one-off” transaction but rather an ongoing practice of problem solving and organizational learning i.e. a continuous methodology for sustainable improvement. The methodology provides a means to structure past problems as knowledge to be used by the organization and increase preparedness for facing new challenges. In a global competitive market, successful management of risk in supply chain can be the difference between corporate success and failure.

Sociological Versus Metascientific Views of Risk Assessment

1994 ◽  
Author(s):  
Deborah G. Mayo
Keyword(s):  
Risk Assessment ◽  
Risk Management ◽  
Risk Estimation ◽  
Estimation Methods ◽  
Major Theme ◽  
The Social ◽  
The Difference ◽  
Sociological View

In this chapter I shall discuss what seems to me to be a systematic ambiguity running through the large and complex risk-assessment literature. The ambiguity concerns the question of separability: can (and ought) risk assessment be separated from the policy values of risk management? Roughly, risk assessment is the process of estimating the risks associated with a practice or substance, and risk management is the process of deciding what to do about such risks. The separability question asks whether the empirical, scientific, and technical questions in estimating the risks either can or should be separated (conceptually or institutionally) from the social, political, and ethical questions of how the risks should be managed. For example, is it possible (advisable) for risk-estimation methods to be separated from social or policy values? Can (should) risk analysts work independently of policymakers (or at least of policy pressures)? The preponderant answer to the variants of the separability question in recent riskresearch literature is no. Such denials of either the possibility or desirability of separation may be termed nonseparatist positions. What needs to be recognized, however, is that advocating a nonseparatist position masks radically different views about the nature of risk-assessment controversies and of how best to improve risk assessment. These nonseparatist views, I suggest, may be divided into two broad camps (although individuals in each camp differ in degree), which I label the sociological view and the metascientific view. The difference between the two may be found in what each finds to be problematic about any attempt to separate assessment and management. Whereas the former (sociological) view argues against separatist attempts on the grounds that they give too small a role to societal (and other nonscientific) values, the latter (metascientific) view does so on the grounds that they give too small a role to scientific and methodological understanding. Examples of those I place under the sociological view are the cultural reductionists discussed in the preceding chapter by Shrader-Frechette. Examples of those I place under the metascientific view are the contributors to this volume themselves. A major theme running through this volume is that risk assessment cannot and should not be separated from societal and policy values (e.g., Silbergeld's uneasy divorce).

Enterprise Risk Management

2011 ◽  
pp. 125-142 ◽  
Author(s):  
Gary A. Stair
Keyword(s):  
Risk Management ◽  
Financial Reporting ◽  
Internal Control ◽  
Risk Mitigation ◽  
Enterprise Risk Management ◽  
Executive Management ◽  
Organizational Governance ◽  
Enterprise Risk ◽  
The Difference ◽  
Virtual Sales

How a company successfully implements an Enterprise Risk Management (ERM) program, to identify and manage potential risks, can mean the difference between financial freedom and financial despair. The Committee of Sponsoring Organizations (COSO) guidelines, a voluntary private-sector organization in the United States, has developed internal control guidelines to provide guidance to executive management and governance entities on critical aspects of organizational governance, business ethics, internal control, fraud, and financial reporting. This chapter will discuss an approach to build an ERM implementation plan within a pharmaceutical company by outlining the responsibilities and influences of industry participants, sales forces, middle-management and senior leadership and the ways in which they focus on monitoring and developing the risk mitigation process. The influences of technologies are integrated and new directions, such as e-media and e-detailing (Virtual Sales Representatives) are also explored.

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