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Developing expertise through multiple alliance management practicesHeimeriks, Koen H.; Reuer, Jeffrey J. (København, 2006)[More information][Less information]
Abstract: JEL classification: L14 URI: http://hdl.handle.net/10398/7421 Files in this item: 1
cbs forskningsindberetning smg 66.pdf (279.2Kb) -
Applying dialogism in social science researchOoi, Can-Seng (Frederiksberg, 2013)[More information][Less information]
Abstract: Bakhtin was a literary theorist and was the widely acknowledged father of dialogism. This working paper shows how Bakhtin and dialogism can be used to capture complexity, ambivalence and ambiguity in the social world. In following the spirit of dialogism, I will refer to my own research experiences in tourism and art worlds, through which I will reveal my own inclinations – which can be read as biases – in my research knowledge production. Through the concept of genre, heteroglossia, polyphony and carnivalesque, dialogism allows social science researchers to identify and structure the forces of order and disruption in society. There are methodological consequences if one is to follow dialogism. Besides having to get deep into the empirical field, dialogism challenges by raising questions on the manner we collect data, the extent to which we can present a holistic analysis, the ways to engage alternative analytical interpretations and the approach to address a researcher’s own biases. URI: http://hdl.handle.net/10398/8672 Files in this item: 1
CLCS WP Ooi.pdf (94.05Kb) -
Nørager, Michael (Frederiksberg, 2009)[More information][Less information]
Abstract: Denne afhandling er indgivet til ph.d. bedømmelse under forskerskolen Viden og Ledelse ved Institut for Ledelse, Politik og Filosofi på Copenhagen Business School. Afhandlingen tager udgangspunkt i danske små og mellemstore virksomheders udfordringer i at tilpasse sig omverdenens uophørlige forandringer. En aktuel udfordring og måde at overleve på for disse virksomheder er at være innovative. Undersøgelser i 2004 pegede på, at cirka 50% af alle danske små og mellemstore virksomheder ikke var innovative. Præcis der udkrystalliserede mit forskningsspørgsmål sig, som er: Hvordan leder man små og mellemstore virksomheder fra at være ikke-innovative til at blive innovative? Organisationsteorien er leveringsdygtig i mange bud på en løsning til dette problem. Gennem litteraturstudier og målrettede udvælgelseskriterier valgte jeg at analysere problemstillingen ud fra 4 organisationsteoretiske perspektiver, nemlig ledelse, HRM, strategi og netværksrelationer. Den forskningsbaserede empiriske undersøgelse af 5 casevirksomheder viste, at en succesfuld transformation handler om at udvikle en ledelse, der skaber gode rammer for at medarbejderne kan lede og udvikle sig selv gennem arbejde med viden og ny indsigt. Det bør støttes af en stram styring på de mål og ressourcer, der er afsat. Det er ligeledes vigtigt, at HRM perspektivet tager udgangspunkt i at se medarbejderne, som nogen der indeholder et stort potentiale som de gerne benytter til at udvikle virksomheden, hvis de bliver motiveret og udfordret. Disse HRM aktiviteter bør ses i tæt sammenhæng med virksomhedens strategi. En strategi, der i øvrigt bør være nedskrevet, fokuseret på innovative tiltag og tydelig kommunikeret ud i organisationen. Endelig bør små og mellemstore virksomheder, der ønsker at transformere sig til en innovativ position være aktive i netværksrelationer med alle typer af relevante interessenter. Mine analyser af de data der relaterer sig forskningsprojektet viste, at 2 af virksomhederne have gennemgået en transformationsproces, der bragte dem fuldbyrdet ind i en ny ligevægtsposition baseret på innovation. 2 virksomheder var tydeligt i gang med en transformation, men var ikke nået til en ny ligevægtssituation i forhold til at innovative. Den sidste virksomhed var opdelt på den måde, at virksomheden var langt fra transformeret i retning af det innovative, hvorimod virksomhedens produktudviklingsafdeling bar tydelig præg af en sådan ligevægt i forhold til den innovative position. I en længere periode anså jeg disse resultater for være noget spredte i den forstand, at der faktisk var en 50-50 fordeling mellem virksomheder der bekræftede mine antagelser, og virksomheder der ikke bekræftede mine antagelser. Jeg var faktisk begyndt at skrive konklusionen, da jeg pludselig så problemstillingen og mine data forene sig på en ny måde. Det var endda en måde, der let og entydigt forklarede situationen i alle 5 casevirksomheder, og som bidrager til ny viden på feltet. Det, der styrer små og mellemstore virksomheders transformation generelt (ikke kun mod innovation), er det som ledelsen og medarbejderne adresserer som virksomhedens hovedproblem. Hvis ledere og medarbejdere anser det at udvikle produkter eller processer som det vigtigste problem, vil det få stor indflydelse på ledelse, HRM, strategi og netværksrelationer, og disse områder vil tilpasse sig og støtte op om skabelsen af en innovativ ligevægtssituation. Hvis ledere og medarbejdere anser optimering af produktionen eller administrationen som det vigtigste problem, så vil det ligeledes få stor indflydelse på ledelse, HRM, strategi og netværksrelationer, som i dette tilfælde vil udvikle sig mod en ikke-innovativ ligevægtssituation. URI: http://hdl.handle.net/10398/7831 Files in this item: 1
Michael_Nørager.pdf (3.459Mb) -
an empirical analysisPetersen, Christian; Plenborg, Thomas (København, 2007)[More information][Less information]
Abstract: Fair value accounting has become predominant in accounting as a vast number of IAS/IFRS standards are based on fair value accounting, including IAS 36 Impairment of assets. Fair value accounting for goodwill is technically challenging, since market prices are not observable. Thus, valuation technologies must be applied in order to test goodwill for impairment. While prior research on goodwill has concentrated on either the (dis)advantages for each accounting procedure for goodwill or examined the value relevance of goodwill (amortization) and goodwill write-offs, little effort has been devoted to the technical problems in the implementation of IAS 36. However, recent research on the topic document that firms commit a variety of errors in applying IAS 36 (Petersen and Plenborg, 2007). We examine firm characteristics that might explain the frequency of errors that firms commit in applying impairment tests. Our findings suggest that at least two factors might explain why errors are present – the lack of an impairment manual and not involving employees with rigorous experience in firm valuation. Our research, which might be seen as the fist step toward guidelines in applying technically challenging accounting standards, should be of interest to firms, auditors and standard setters. URI: http://hdl.handle.net/10398/6749 Files in this item: 1
wp_2007-04.pdf (293.7Kb) -
Lyck, Lise (Frederiksberg, 2012)[More information][Less information]
Abstract: This article presents core questions and problems related to the role of culture in society, to culture policy and it outlines some instruments, models and practices that can be applied to promote culture. The intention of the article is to function as a platform for discussion of the role of culture in the society and of financing cultural activities. As this is a big field to cover this article intends to only focus on core questions and on outlining drafts for solutions: In other words the purpose of the article is to function as an appetizer and as a driver for discussion of dealing with culture activities in the public and the private sector, looking at it from an EU perspective, national perspective and a regional/local perspective. An additional purpose is to focus on the field seen in relation to economic business cycles with special attention to recession and economic and financial downturn developments. URI: http://hdl.handle.net/10398/8478 Files in this item: 1
Lyck_2012_4.pdf (61.08Kb) -
Navrbjerg, Steen E.; Minbaeva, Dana (København, 2008)[More information][Less information]
Abstract: As multinational corporations operate in multiple countries, headquarters must take into account differences in local settings when seeking the means to coordinate and control subsidiaries. The local system of industrial relations sets the framework for what kind of human resource management a multinational corporation can implement. Yet another question is whether the still stronger multinationals can change the existing systems of industrial relations, directly or indirectly. The paper analyzes four Danish enterprises over a ten-year period. This longitudinal study shows that none of the multinationals directly try to interfere in local industrial relations. However, by exercising their management prerogative in a way that differs from the Northern European tradition of industrial relations, they do influence the cooperation between employers and employees. In particular, the results show that a shift from a stakeholder to a shareholder management style and the increased degree of HQ control have an effect on the whole cooperative atmosphere in each of the companies. In the long run, they may affect the collective bargaining system as such. URI: http://hdl.handle.net/10398/7451 Files in this item: 1
smg wp 2008-13.pdf (778.2Kb) -
Bramming, Pia (København, 2003)[More information][Less information]
Abstract: What has power to do with Human Resource Management (HRM)? Perusing HRMtextbooks one will find, that power as a concept, only seldom is approached explicitly. When the subject of power is addressed directly, it is primarily as a question of bargaining power between organisation and labour market institutions, the power of a leader or person in terms of the right to execute punishment and the duty to obedience or empowerment, as a countermove to the effects of bureaucratic workplace routines "... where initiative is stifled and workers become alienated"1. Indirectly one can identify power as interesting in the HRM-literature, as a question of influence or status of HRM as a function in business. Does or does HRM not play a central role in business? Is HR part of top management? That is questions concerned with how power is distributed as a commodity in reality. This paper is taking up the concept of power as a distributing force of reality, as opposed to a distribution of commodities in reality. In this way the position on power adopted is similar to the in Deleuzes words very simple definition of power by Foucault: "Power is a relation between forces, or rather every relation between forces is a ‘power relation." (Deleuze 1999: 70). This way of conceptualising power has as a consequence, that power always has several sides: Power is not essentially repressive Power is not unilateral, but requires both "masters and mastered" Power is practiced more than it is possessed. The first point is serving as both the way in and the way out of this paper. The paper will pry at the workings of power in order to unfold power as a positive as well as repressing force using HRM as the practice where power is working. "The exercise of power is a "conduct of conducts" and a management of possibilities" (Foucault, 2000: 341) Consequently, the way to study power is not to try to "find it", but to see, how it is practiced. (Deleuze, 1999: 71) Studying power in HRM therefore becomes a question on grasping the power relations and force fields emerging from HRM-practice. One could therefore ask the question: "What is HR about – and what is HR practice?" Barbara Townley (1994, 1998, 1999) has done this extensively and demonstrates how a foucauldian analysis focuses on practices, which structure social relations. (Townley, 1998: 194) Townley conceptualizes HRM as the medium through which the employment relationship may be organized or disciplined through technologies of the self. URI: http://hdl.handle.net/10398/6677 Files in this item: 1
dokument 15.pdf (269.4Kb) -
Minbaeva, Dana (København, 2008)[More information][Less information]
Abstract: This paper explores why and how HRM matters for knowledge transfer within multinational corporations. It is built upon the premise that there are certain HRM practices influencing extrinsic and intrinsic motivation of knowledge receivers. It is found that complementarity among HRM practices exists but does not always have a positive effect on knowledge transfer. Three hypotheses derived from these arguments are tested on data from 92 subsidiaries of Danish multinational corporations located in 11 countries. URI: http://hdl.handle.net/10398/7450 Files in this item: 1
smg wp 2008-12.pdf (428.2Kb) -
Minbaeva, Dana B. (København, 2007)[More information][Less information]
Abstract: This chapter introduces HRM practices that help MNCs to overcome knowledge transfer barriers (knowledge-driven HRM practices). It argues that MNCs can institute various HRM practices that impact knowledge transfer barriers associated with behavior of knowledge senders and receivers. HRM practices relevant for absorptive capacity of subsidiary employees form two groups – cognitive (job analysis, recruitment, selection, international rotation, career management, training and performance appraisal) and stimulative (promotion, performance-based compensation, internal transfer, orientation programs, job design and flexible working practices). The application of cognitive HRM practices enhances the ability of knowledge receivers to absorb transferred knowledge, while the use of stimulative HRM practices increases their motivation. Temporary and permanent types of international assignments respectively influence the ability and motivation of expatriate managers to share their knowledge. Keywords: Human Resources; Personnel; Human Resource Management; Multinational Corporations; Organizational Innovation; Organizational Learning; URI: http://hdl.handle.net/10398/7447 Files in this item: 1
cbs forskningsindberetning smg 96.pdf (759.5Kb) -
Minbaeva, Dana B. (København, 2004)[More information][Less information]
Abstract: The purpose of the paper is to determine and empirically examine the effect of human resource management practices on knowledge transfer within multinational corporations. It is suggested that the employment of human resource practices, which affect absorptive capacity of knowledge receivers and support organizational learning environment, is positively related to the degree of knowledge transfer to the subsidiary. Moreover, the higher degree of knowledge transfer is expected when human resource management practices are applied as an integrated system of interdependent practices. Hypotheses derived from these arguments are tested on the data from 92 subsidiaries of Danish multinational corporations located in 11 countries. Key words: knowledge transfer, multintional corporations, HRM, complementarity URI: http://hdl.handle.net/10398/7307 Files in this item: 1
ckg-wp202004-02.pdf (683.8Kb) -
Minbaeva, Dana (København, 2003)[More information][Less information]
Abstract: ABSTRACT The paper supports the idea that organizations can institute various internal structures, policies and practices to overcome transfer barriers and facilitate the degree of knowledge transfer. I discuss a framework for future empirical research on the relations between human resource management (HRM) practices and knowledge transfer in multinational corporations (MNC). The proposed model is empirically testable, includes a wider range of HRM practices and is not limited to one mode of foreign operations only. URI: http://hdl.handle.net/10398/6873 Files in this item: 1
linkwp2003-04.pdf (208.8Kb) -
A Strategic Management Analysis on Activity‐levelØrberg Jensen, Peter D.; Petersen, Bent (Frederiksberg, 2011)[More information][Less information]
Abstract: In this exploratory study we look at human asset aspects of offshore outsourcing of services that over time become more advanced and strategic potent to the outsourcing firms. As a consequence, the outsourcing firms might want to internalize the operations. We focus on the ways that outsourcing firms may transfer key personnel of local service providers to whollyowned subsidiaries. We argue that a felt need for applying more powerful incentives on key personnel of the service provider ‐ to harness and empower the sourcing operation ‐ may in itself be a motive for, and key driver of, the internalization process. URI: http://hdl.handle.net/10398/8242 Files in this item: 1
SMG_Working Paper_1_2011.pdf (450.7Kb) -
Foss, Nicolai J. (København, 2008)[More information][Less information]
Abstract: Human capital has often been discussed in transaction cost economics, particularly in connection with understanding the employment relation. This chapter reviews Williamson’s thinking on the issue, explains how it differs from Coase and Simon’s, and briefly discusses the relevant empirical literature. The chapter also covers property rights theory, and discusses various critiques of the treatment of human capital in transaction cost economics. URI: http://hdl.handle.net/10398/7429 Files in this item: 1
smg wp 2008-02.pdf (363.3Kb) -
Rose Skaksen, Jan; Munch, Jakob Roland (København, 2006)[More information][Less information]
Abstract: This paper studies the link between a firms education level, export performance and wages of its workers. We argue that firms may escape intence competition in international markets by using high skilled workers to differentiate their products. This story is consistent with our empirical results. Osing a very rich matched worker-firm longitudinal dataset we find that firms with high export intensities pay higher wages. However, an interaction term between export intensity and skill intensity has a positive impact on wages and it absorbs the direct effect of the export intensity. That is, we find an export wage premium, but it accrues to workers in firms with high skill intensities. Keywords: Exports, Wages, Human Capital, Rent Sharing, Matched Worker-Firm Data JEL Classification: J30, F10, I20 URI: http://hdl.handle.net/10398/7623 Files in this item: 1
wp9-2006.pdf (163.0Kb) -
[More information][Less information]
Abstract: This paper argues that the conceptualization of the human, the computer and the domain of use in competing lines of UX research have problematic similarities and superficial differences. The paper qualitatively analyses concepts and models in five research papers that together represent two influential lines of UX research: aesthetics and temporal UX, and two use situations: using a website and starting to use a smartphone. The results suggest that the two lines of UX research share a focus on users’ evaluative judgments of technology, both focuses on product qualities rather than activity domains, give little details about users, and treat human-computer interaction as perception. The conclusion gives similarities and differences between the approaches to UX. The implications for theory building are indicated. URI: http://hdl.handle.net/10398/8705 Files in this item: 1
Torkil_Clemmensen.pdf (92.43Kb) -
visual communication and interactionNielsen, Janni (København, 2002)[More information][Less information]
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The Case of Amnesty InternationalVestergaard, Anne (København, 2006)[More information][Less information]
Abstract: The development of corporate communication in recent years has brought about a fading of the division of labor between commercial and non-commercial organizations. While the practices of commercial organizations are becoming increasingly ethicalized, so the practices of non-profit organizations are becoming increasingly commercialized. This paper explores the use of media discourse for the communication of ethical messages by humanitarian organizations, caught, as they are, in a tension between, on the one hand, the commercial strategies of visibility and still greater dependence on the media, and, on the other hand, the public’s skepticism toward mediated morality and what is commonly referred to as compassion fatigue. The issue is investigated through an analysis of a TV spot produced by the Danish section of Amnesty International in 2004. This spot is taken as an example of how the organization’s branding strategies testify to a high degree of reflexivity about the conditions of what Luc Boltanski calls a Crisis of Pity. The analysis illustrates how, in the face of compassion fatigue, the organization manages to carve out a new space for itself in the marketized ethical discourse, and leads to a discussion of the consequences of such rebranding for the construction of morality by the organization. URI: http://hdl.handle.net/10398/6965 Files in this item: 1
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Writing, Researching, TeachingBeyes, Timon; Johnsen, Rasmus; Munch, Mathias Adam; Copenhagen Business School. CBS; Institut for Ledelse, Politik og Filosofi; LPF; Department of Management, Politics and Philosophy; MPP (Frederiksberg, 2013)[More information][Less information]
Abstract: Following the workshop “Practicing Humanities and Social Sciences in Management Education” at the University of St.Gallen in November 2012, the Copenhagen Business School was happy to host the follow-up workshop “Humanities and Social Sciences in Management Education – Writing, Researching, Teaching”. Yet again we were proud to welcome international scholar adding great ideas and perspectives and initiating fruitful discussion concerning the debates around management education. This booklet contains the program, paper abstracts as well as articles from the online journalism incubator Studentreporter.org and the online Grasp-Magazine, summarizing various aspects of the workshop. We would like to thank all scholars and participants for their great contributions as well as a the Haniel Foundation for making the events possible. For further information about the workshops, projects and ongoing discussions please visit our online-platform: www.practical-reasoning.eu. URI: http://hdl.handle.net/10398/8877 Files in this item: 1
Rasmus_Johnsen.pdf (2.361Mb) -
A Model for Analysing the Progress of Knowledge Development in Developing Country FirmsLehmann, Sanne (København, 2007)[More information][Less information]
Abstract: This paper addresses the crucial call for upgrading to more value-added production in developing country firms in the light of increased global competition and suggests that such upgrading demands a shift in focus from investment in technology to investment in people, knowledge and learning. In this line of thinking, the aim is to propose a model for analysing the progress of knowledge improvements in developing countries as an outcome of the management of human, social and organisational capital. In this regard, the paper considers relevant practices and strategies in the context of developing country firms, the challenges that effect firms and institutions in this process, and the appropriate level and method of the analysis. URI: http://hdl.handle.net/10398/6759 Files in this item: 1
wps-2007_no.2_sanne.lehmann.pdf (203.7Kb) -
Laursen, Keld; Foss, Nicolai J. (Frederiksberg, 2012)[More information][Less information]
Abstract: We survey, organize, and discuss the literature on the role of organizational practices for explaining innovation outcomes. We discuss how individual practices influence innovation, and how the clustering of specific practices matters for innovation outcomes. Relatedly, we discuss various possible mediators of the HRM/innovation link, such as knowledge sharing, social capital and network effects. We argue that the causal mechanisms underlying the HRM/innovation links are still ill-understood, calling for further research. URI: http://hdl.handle.net/10398/8516 Files in this item: 1
Laursen_Foss_SMGWP2012_5.pdf (914.1Kb)