Risks and fraud: A theoretical approach

Objective. To explain fraud occurrence —under three theoretical models— and apply it to the organization’s hierarchy. Methodology. Based on the IIA risk outlook for 2021, an exploratory theoretical scope of analysis was constructed. Risks were considered under the umbrella of three fraud theories: Triangle of Cressey; Diamond of Wolfe and Hermanson; and Pentagon of Crowe. Results. Fraud occurrence may be explained by the perpetrator’s position across the hierarchical organization chart: where it is stressed that arrogance from the Pentagon fits the top management position; competence from the Diamond fits the middle management; and need, opportunity and pressure from the Triangle fit mainly the lower management. Conclusions. Fraud was considered under three main models, concluding that it may be explained through different worker motivations related to their management position in the company.

Emotional Intelligence and Risk Leadership on the Effectiveness of ISO 31000 Implementation in Organisation

ISO 31000 indicates that risk management is a science in which competencies are embedded in the individuals. It also emphasises the importance of having proper leadership while demonstrating the commitment towards the risk management implementation. Humans are emotional creatures—we could sometimes be influenced by the force of feelings, rather than rational discussion. This paper describes the dynamics of emotional intelligence and risk leadership in implementing risk management. The research used a qualitative-descriptive design with the verification strategy of case study. It used a non-probability sampling to individuals in the top management position. The findings suggest that without a proper level of emotional intelligence, it is difficult for leaders to cultivate an effective risk culture. These findings may equip decision makers on the interrelationships between emotional intelligence, risk culture, and organisation’s risk management maturity.

Quality Education or Defense of Accreditation? The Struggle of a University Professor Leading an Education Committee

This case illustrates Professor Saitoh’s struggles in a middle-management position leading an education committee called the Assurance of Learning (AOL) Committee at a business school in Japan. The committee assessed students’ learning outcomes and provided suggestions for curriculum improvement. The school was accredited by the Association to Advance Collegiate Schools of Business (AACSB), and AOL played an important role in defending that accreditation. However, some faculty members shared dissatisfaction with AOL for various reasons. This case may provide practical and theoretical implications in developing potential middle-level leaders managing committees in higher education.

Digital Divide of the Shattered “Iron Rice Bowl”: Economic Insecurity and ICT Access in China

Although economic factors account for the digital divide, the effect of economic insecurity on information communication technology (ICT) access has not been determined. The market-oriented reform of Chinese state-owned enterprises in the 1990s resulted in massive layoffs, encouraging us to investigate the relationship between economic insecurity and the digital divide. We draw on data from the China Health and Retirement Longitudinal Study (CHARLS). To handle the endogeneity related to economic insecurity, we use experience in a management position and the number of siblings as instruments for economic insecurity. With the introduction of these two instrumental variables, we find a negative relationship between economic insecurity and ICT access. This study provides insight into ICT policies involving underprivileged people in developing countries.

An Exploratory Study of Perceptions of Hotel Working Conditions on the Promotion Decision

This exploratory paper focuses on identifying the working conditions that may impact an employee’s decision to apply for a promotion in the pursuit of a management position in the hotel industry in Canada and possibly moving up to that of executive position of hotel general manager. A survey sent to a sample of hotel employees in a mid-sized Atlantic Canada city addressed 21 working conditions that may impact employees when considering applying for a promotion. Findings include the working condition with the greatest impact was “having the empowerment to make changes”. The one with the least impact was “having to work overtime”. These findings would assist management to understand the factors that may motivate employees to pursue job promotions and fill the current talent gap. Significant differences were noted for the impact of some of the working conditions on the promotion decision based on age, gender, education, marital status, and level of position within the firm.

The Influence of Applicant's and Rater’s Sex on Decision Making in Hiring Simulation

Gender stereotypes have determined that the concepts of management and leadership are more associated with men than women. There are more men working in management positions than women in various countries, including Lithuania. The most widely discussed cause for that is discrimination against women in the labor market. The aim of the study was to examine evaluation differences between personnel specialists and comparison group, depending on their own and candidate‘s gender. Study was based on quasi-experimental strategy which included a hiring simulation. Participants had to evaluate potential candidates, a man and a woman, seeking for a job in management position. Data was collected from 128 people (age range - 19 to 56 years): 48 personnel specialists (M=29,38; SD=7,48), 49 women, who represented other specialties (M=26,29; SD=7,36) and 31 men, who represented other specialties (M=25,39; SD=5,05). Both personnel specialists and comparison group evaluated man and woman-candidate as similar. There were no significant differences between the two candidates on their hireability, reliability, competence, potential salary and promotability. However, results also indicate that personnel specialists and women, representing other specialties, suggested that man was more capable to work in teams than woman. The study gives an insight about the possibility of gender stereotype change.