Tournament Incentives and Frauds in the Financial Statements

Incentive theory states that tournament incentives facilitate competition between senior executives, and that only the best will receive large monetary rewards, as well as a superior position in the corporate hierarchy. The purpose of this study was to investigate the effect of tournament incentives on the possibility of fraud in the financial statements of manufacturing companies listed on the Indonesian stock exchange. This study tested 63 data obtained from 7 companies for 6 consecutive years. The data analysis technique in this study used SEM-PLS analysis using the WarpPLS 5.0 software . The results of this study indicate that tournament incentives have a positive effect on the possibility of fraud in financial statements. The greater the level of competition to get a certain position, the greater the possibility of fraud in the financialstatements.

Bridging Theory on Global Corporate Hierarchy and City Diplomacy: The Case of China

This study tests the relationship between the hierarchical position of cities in the global economy and a typology of cultural, economic, political, and social external relations, namely city diplomacy. We conduct this test on a sample of 46 Chinese cities, seeking to bridge otherwise separate existing theories on the structure of the world city hierarchy and varied dimensions of city diplomacy. Contrary to expectations, we find that the aggregate of the typology of city diplomacy, rather than only the economic dimension, is most closely associated with position in the world city hierarchy. This tentatively suggests that the collective effect of internationally-oriented cultural, economic, political and social activities in Chinese cities reflect the global structure of the highest levels of globalized urban wealth.

The Glass Ceiling: Career Progression Barriers for Female Employees in the South African Hospitality Industry

This study examined the glass ceiling phenomenon in the South African hospitality industry, with a particular focus on four hotels in Gauteng. The primary aim was to investigate the different perspectives held on the glass ceiling by exploring the key factors inhibiting women in the hospitality industry from proceeding to the next level of the corporate hierarchy, and, ultimately, to reach senior executive positions. Data was collected through informal semi-structured interviews and an online questionnaire that was targeted at men and women in lower to top management positions within the different hotels. The key findings show that the glass ceiling indeed exists, as a fluid and dynamic phenomenon, which takes on various ever-evolving shapes within different work environments. Many women resonated with the nature of the glass ceiling. The literature depicts the glass ceiling as an overarching and all-encompassing phenomenon affecting women. The study sheds more light on the circumstantial nature of the glass ceiling and shows that certain factors exacerbate the effects of the ‘glass ceiling’ phenomenon. A study found that a combination of variables affected the careers of women and their work life balance. The study revealed that the circumstantial nature of the glass ceiling and its dynamic nature makes it impossible for there to be a uniform solution to navigating one’s career around it or to shatter it. This finding challenges the existing view of the glass ceiling and how women should be attempting to shatter it.

Mechanism of goals setting for the subsidiaries of economic conglomerates

This study solves the problem of translating global corporate goals and values to the all levels of the corporate hierarchy, which is relevant for economic conglomerates, integrated enterprises and other multilevel business entities. The subject of research is the methods of effective formation of the goals of economic systems with a multilevel organizational structure. The goal of this study is to synthesize an effective mechanism for forming the goals by subsidiaries of economic conglomerates, which ensures the effectiveness of goal-setting at all levels of organizational and economic structure. This study is based on some specific and general scientific methods, such a conception of goal-driven management and the principles of S.M.A.R.T, which have been expanded and supplemented to ensure the coherence of goals at different levels of the corporate organizational structure. The study also uses elements of the methodology of reflexive management and the principles of a Systems theory and Systems analysis. To achieve this goal, the article proposes an extended goal structure, which is presented through a combination of parameters that specify the result, resources, time, priority rank, the relationship with the goals and values of higher levels. Companies and their subsystems within the corporate structure, it is proposed to consider as homogeneous elements of the goal-setting system. These assumptions allowed us to develop a universal mechanism for goal setting using the principles of reflexive management. It allows us to take into account: input goals, goals of one-tier structures, available resources, intention and exogenous pressure on the decision-maker. The results of the study can be used to improve the goal-setting system of business entities with a multilevel organizational structure, as well as their associations. Conclusions: the implementation of mechanisms for the goals setting as a part of decision support system will increase the efficiency of business entities, as well as the effectiveness of whole its management system.

Journalistes et féministes

FR. Trois groupes de femmes journalistes, qui dénoncent les inégalités liées au genre dans les rédactions et les représentations stéréotypées des femmes dans les productions journalistiques, sont apparus au tournant des années 2010 en France. Dans cet article, nous cherchons à interroger les tensions entre les logiques d’actions militantes et le statut de « professionnelle » du journalisme, et à appréhender quels sont les coûts et les rétributions de l’engagement féministe pour les journalistes étudiées. Dans la première partie, nous distinguons trois formes idéale-typiques d’articulation entre féminisme et journalisme : celles que l’on appelle les « politiques », les « expertes » et les « élitistes ». Nous abordons ensuite les stéréotypes stigmatisants auxquels sont assignés les femmes journalistes féministes dans leurs rédactions. Dans une deuxième partie, nous évoquons les conséquences de cette assignation à des stéréotypes dans les relations avec les collègues, avec la hiérarchie, et les coûts pour les carrières professionnelles et pour la pratique journalistique. On montre que les coûts varient en fonction de la forme d’articulation entre féminisme et journalisme. Les femmes de l’idéal-type des « politiques » subissent plus souvent la stigmatisation que les « expertes » et les « élitistes » qui adoptent, elles, des stratégies pour limiter les coûts. Nous évoquons, en outre, les ressources professionnelles que peut constituer l’engagement féministe pour les journalistes étudiés. Le fait d’être assignée au stéréotype de la féministe les rend visibles à l’intérieur de leur rédaction où elles peuvent acquérir une position de spécialistes sur les questions de genre et de féminisme. Cet engagement peut aussi les rendre visibles à l’extérieur de leurs rédactions, si elles sont invitées dans des émissions de télé ou de radio comme porte-parole d’un collectif ou pour parler d’une de leur production. Les liens créés dans un collectif autorisent enfin dans certains cas des formes de solidarité entre des femmes exerçant dans différentes rédactions. *** EN. Three groups of female journalists have emerged in the 2010s in France denouncing gender inequalities in newsrooms and stereotyped representations of women in journalistic production. In this article, we examine the tensions between activism rationales and the status of the journalism professional. First, we distinguish three different ideal-typical relationships between feminism and journalism: the “political,” the “experts” and the “elitists,” and how female and feminist journalists are stigmatized according to stereotypes in their newsrooms. Second, we examine the consequences of these stigmatizing stereotypes on relations with colleagues and the corporate hierarchy, and the costs they have on professional careers and the practice of journalism. We demonstrate how these effects vary depending on the link between journalism and feminism: the “political” are stigmatized more than the “experts” or the “elitists,” for example, who adopt strategies to mitigate iniquities. We also examine the professional resources feminist engagement may attract. For example, being assigned a feminist stereotype may afford a journalist higher visibility inside the newsroom, where she may acquire a position as an expert on gender and feminist issues. She may also become more visible outside the newsroom if she is invited to talk about her work or as the spokesperson for a group on TV or radio shows. Feminist engagement and the bonds created within the group may also create solidarity between journalists working for different media. *** PT. Três grupos de jornalistas, denunciando desigualdades de gênero nas redações e representações estereotipadas de mulheres em produções jornalísticas, surgiram nos anos 2010 na França. Neste artigo, questionamos as tensões entre a lógica do ativismo e o status profissional do jornalismo. Na primeira parte, distinguimos três vínculos ideais-típicos diferentes entre feminismo e jornalismo: os chamados “políticos”, os “especialistas” e os “elitistas”. Depois, falamos sobre como as jornalistas femininas e feministas são designadas a estereótipos estigmatizantes em suas redações. Na segunda parte, evocamos as conseqüências da atribuição de estereótipos estigmatizantes para relacionamentos com colegas e com a hierarquia. Também mencionamos os custos para carreiras profissionais e a prática do jornalismo. Mostramos que os custos não são os mesmos de acordo com a forma de interligação entre jornalismo e feminismo: os "políticos" são mais estigmatizados do que os "especialistas" ou os "elitistas". Finalmente, falamos sobre os recursos profissionais que o engajamento feminista pode constituir para jornalistas. Ser nomeado com estereótipos feministas pode torná-los visíveis dentro da redação, onde elas adquirem uma posição como especialista em questões de gênero e feministas. Elas também podem ser mais visíveis fora da redação, se forem convidadas para a TV ou em programas de rádio para falar sobre seus trabalhos ou como porta-voz de um grupo. O engajamento feminista e os vínculos criados em um grupo também podem criar solidariedade entre jornalistas que trabalham para diferentes mídias. ***

Use hierarchy for “liberating servant leadership” instead of controlling employees

Since the Industrial Revolution, management has relied on hierarchy to control assets and employees. The negative impact of that hierarchical control on employee performance has long been recognized, yet in spite of expert and scholarly attempts to solve these problems hierarchical control generally continues to dominate management theory and practices. This article argues that is because these problems are rooted not in hierarchy, but rather in organizational expectations of hierarchy. Hierarchy emphasizing “liberating servant leadership” (Dr. Isaac Getz of the ESCP Business School in Paris introduced the term “liberating leadership,” the French equivalent of which “entreprise libérée” has become a household term in France. Max De Pree suggested the leader must become a servant in Leadership is an Art. This combines the two concepts.) instead of controlling employees can produce extraordinary business results. Eighteen innovative CEOs (The innovative CEOs and their successful companies in alphabetical order are Bill Gore, W.L. Gore Company; Bob Beyster, Science Applications International Corporation; Bob Davids, Radica Games & Sea Smoke Vineyard and Winery; Bob Koski, Sun Hydraulics; Bob Townsend, AVIS; David Kelley, IDEO; Garry Ridge, WD-40; Gordon Forward, Chaparral Steel; Harry Quadracci, Quad/Graphics; Herb Kelleher, Southwest Airlines; Jeff Westphal, Vertex; Ken Iverson, Nucor Steel; Kim Jordan, New Belgium Brewing; Max De Pree, Herman Miller; Paul Staley, PQ Corporation; Rich Teerlink, Harley Davidson; Robert McDermott, USAA Insurance; and Stan Richards, The Richards Group. Additional details about each leader can be found in the books Freedom, Inc. by Brian Carney and Isaac Getz and Questioning Corporate Hierarchy by Paul Staley and Bill Nobles.) whom I have studied discovered this by trial and error while trying to take advantage of Douglas McGregor’s Theory Y. Their leadership changed the design of their organizations. Believing that individuals can drive themselves more effectively than managers can, these CEOs sought to create conditions in which associates committed themselves to organizational objectives, and satisfied their ego and self-development needs. The CEOs relied on hierarchy to control financial assets, but fundamentally changed the human dimension. The organizational roles traditionally called “middle managers” responsible for controlling employees became “liberating servant leaders” responsible for ensuring that associates had everything needed to freely self-control and self-coordinate their efforts. The resulting self-motivated, creative employees played key roles in each CEO’s company being extraordinarily successful. These experiences provide a foundation for transforming the human role of hierarchy in organizational design.

The Politics of Intimacy

Anxieties about the loss of integrity – the quality of having strong moral principles and the state of being undivided – are compounded by the increased intimacy between Chinese foremen and female members of the local community. Sexual relations, in particular, threaten to annul the carefully maintained distance between ‘us’ and ‘them’. Instances of sexual intimacy prompt Chinese managers to define notions of race and racial difference, and to reestablish their reputation as morally upright. What happens at night-time is consequential for the daytime encounters on the construction site. Sexual intimacy filters into management–labor relations and challenges the social distance set up between Chinese management and Ethiopian rank-and-file workers, on which the managerial authority and racial disparities of the corporate hierarchy depend.

A Flat Organization Model for Agile Workforce with Reference to Holacracy

Holacracy is a new method of arranging and managing concern which changes the conservative management chain of command. Authority is evenly allocated to all the employees irrespective of their designation; all human beings are given free hand to operate as per their vision and must match with the company’s vision. We are in an aggressive globalised era and the contemporary firms look for the competent model which would help them to form a business in an agile manner and avoid redundant hierarchical levels to decrease costs. Holacracy is a new method that helps to enhance the efficiency, so that they can run the firm more successfully. Over the past few years, many firms have taken a sledgehammer to the traditional corporate hierarchy. Instead of entrusting the entire work to superior’s the workers can coordinate with their group and prove their individuality. The researchers are concerned with structuring a new model that has got and its impact on organizational employee’s performance which turns organization to gain cost effective process, efficient time management, and greater transparency for successful conduction of business in the competitive world.

Balance rather than critical mass or tokenism

Purpose The purpose of this paper is to analyzes how board’s gender diversity, and more specifically a gender-balanced configuration – i.e. a proportion of women in the boardroom ranging between 40 and 60 percent – affects economic and risk-oriented performance in financial firms. Design/methodology/approach The empirical application uses a rich data set that includes detailed accounting and organizational information for all financial firms in the Costa Rican industry during the period 2000–2012. The proposed hypotheses are tested using panel data (fixed-effects) regression models that emphasize that bank performance is affected by various dimensions of the banks’ gender diversity. Findings The longitudinal analysis of the Costa Rican banking industry reveals that, unlike a proportion indicating a particular critical mass of women on the board, a balanced gender configuration yields superior economic performance (ROA and net intermediation margin). Additionally, the findings show that the performance benefits of gender diversity only exists in the presence of a gender-balanced board configuration, and that this positive effect is not conditioned by the presence of women leadership in the corporate hierarchy (Chair or CEO). Originality/value The paper further explores the influence of board gender diversity on organizational performance by adopting an approach to the gender diversity–performance relationship that goes beyond the mere representation of women within the corporate hierarchy.