David Tweed

Profiling a New Generation of Female Small Business Owners in New Zealand: Networking, Mentoring and Growth

The contribution of female small business owners to economic development in Western developed countries such as New Zealand, Australia, the United Kingdom, the United States and Canada, is generally under–researched and traditionally grounded in male norms. Increasingly policy–makers acknowledge that in countries like New Zealand where 85% of business employs five or less people, small business offers the greatest employment potential. Not enough is known, though, about the growth orientation and characteristics of female small business owners. This article reports findings from the largest empirical study of small business undertaken in New Zealand and provides inter–gender comparison between male and female small business owners and for intra–gender contrast between networked female small business owners and women who did not belong to a business network. The results showed that the networked women, who were in the main better educated and more affiliative by nature, were more expansionist than both other female small business owners and men. The networked women were also more likely to have a business mentor. The findings confound earlier research suggesting women are less growth–orientated and wish only to satisfy intrinsic needs from their businesses. The article concludes by discussing the need to acknowledge the heterogeneity of female small business and what this means for policy–makers when assessing their socio–economic potential.

Human capital in the new economy: devil's bargain?

The burgeoning literature about the knowledge economy has marginalised its most important dimension – people. The development of human capital and its role in the competitive advantage of business is discussed in relation to the changed nature of the employment relationship. In particular Druckers concerns about the threat to business of attenuated relationships between workers and their organisations are examined. Contextual factors such as the dynamic nature of labour markets, the centrality of profit making and the definitional difficulties inherent in the new and old economy dichotomy are acknowledged. A transitional model of human capital in the new economy is suggested as a way of modernising traditional thinking. An analysis of the capabilities required by new economy workers leads to a discussion of the corresponding competencies necessary for managers. The paper concludes that changed employment relationships do not spell death to people development. Rather it makes managing talent different and more challenging.

Gender and managerial competence: support for theories of androgyny?

Статья - заявка на исследование малоизученной темы влияния пола на стиль управления. Важность гендерного подхода в этой области обосновывается необходимостью преодоления бытующего в управленческой среде стереотипа, что думающий менеджер - это думающий мужчина. Этот стереотип поддерживается общей функциональной методологической установкой, при которой управление человеческими ресурсами рассматривается как функция работника. При этом не учитывается в полной мере человеческий фактор, и его гендерные компоненты в том числе. Планируется исследование практики управления женщин-предпринимателей в сфере малого и среднего бизнеса. Предполагается создание гендерных моделей управления на основе сравнительного анализа управленческой компетенции женщин и мужчин, находящихся в сходных условиях (по специально разработанным тестам).

Exploring Firm Development in the Context of New Zealand SMEs

Abstract The relative strengths and weaknesses of ‘stages of development ‘ models for explaining small firm growth have attracted significant research attention. Despite this there remains little consensus regarding the ways in which SME owner-managers and their firms experience growth, and the transitions and milestones it comprises. In an attempt to heed the call for ongoing investigations into this phenomenon this paper reports on a project investigating the topic in the context of New Zealand small and medium-sized enterprises (SMEs). Findings from 50 interviews with small firm owner-managers are reported, along with conclusions and suggestions for future research.

Knowledge Sharing Success for Sustaining Organizational Competitive Advantage

Abstract The knowledge-based view of organisational behaviour emphasizes the importance of knowledge for organizations to retain their competitive advantage. Thus, the success of knowledge sharing is vital because, if successful, it results in shared intellectual capital. Knowledge sharing success, to a great extent, lies in the employees’ capability to share knowledge. It is important that this knowledge sharing capability is translated into success through appropriate HRM practices. Knowledge sharing capability is therefore an important factor to consider when designing human resource management (HRM) practices that help to facilitate successful knowledge sharing behaviours among employees. 270 knowledge workers of knowledge-based organisations were surveyed about their perceptions of knowledge sharing capability, and knowledge sharing success. Our study confirms that knowledge sharing capability is important for knowledge sharing success, suggesting its significant role in the design of knowledge-driven HRM practices. This has important implications for HRM delivery in Malaysian and global knowledge based organisations, as the lack of employees sharing capability on the success of knowledge sharing may lead to an inability of the organization to remain competitive. Implications for HRM practices and future research directions are discussed in detail.

Exploring paternalistic leadership and its application to the Indonesian public sector

Purpose – This present work aims to report on a study that examines the applicability of Paternalistic Leadership (PL) to public sector organisations in Indonesia. The paper seeks to discuss whether the construct of PL is perceived the same way across different cultures on the basis of an empirically‐based profile of Indonesian public sector leadership developed on the basis of a large‐scale survey carried out in Indonesian government agencies.Design/methodology/approach – The study sample consisted of 1,000 civil servants in the East Java and Jogyakarta Special Region Provinces of Indonesia. Data were collected using simple random sampling techniques. The 42 items in the PL instrument were subjected to explanatory factor analysis (EFA) with variamax rotation. EFA was used to test the degree to which the model of PL proposed by Cheng applied to the Indonesian sample.Findings – Using confirmatory factor analysis the results showed that there are core similarities with the Cheng et al. model which has been ...

New Zealand's BIZ training programme: service provider perspectives

Following a review of assistance provision to New Zealand small and medium enterprises (SMEs) in 1998, the government established the BIZ programme. The purpose of the new initiative was to build management capability amongst SMEs by providing them with free access to a business needs assessment, followed by training and seminars, one‐on‐one mentoring and networking. BIZ became operational in February 1999 and in June 2000, a team of researchers undertook a comprehensive evaluation of the training component of the programme. This paper reports on one aspect of this evaluation, which was designed to capture the experience and views of the BIZ training providers. During this phase of the project a team of three researchers travelled throughout New Zealand to interview providers. Summarises the different experiences of these front‐line organisations in delivering BIZ training, as a contribution to the wider policy debate about the role of government in assisting small enterprise.

Service Quality in the New Zealand Market for Construction Hardware

Service quality and client relationships as a means of differentiation in intensely competitive markets is well recognized. This paper investigates customer perceptions of wholesaler performance in a sector of the New Zealand construction hardware market with particular emphasis on the Reliability dimension. The study uses both qualitative and quantitative research, culminating in a survey of 192 key customers of a leading wholesaler. Two demographic variables are examined which might be used as the basis for determining customer service priorities and appropriate managerial action. Results confirm customers’ desires for intense and enduring relationships thereby placing the research in the academic domain of relationship marketing.

Employees as performers in knowledge intensive firms: role of knowledge sharing

Purpose - – The purpose of this paper is to investigate the effect of specific human resource management (HRM) practices on knowledge sharing behaviour among employees of knowledge intensive firms (KIFs). Design/methodology/approach - – Based on previous literature, a model is proposed for the study and hypotheses are formulated. The cross-sectional data set comes from a sample of 390 employees of 19 KIFs. Confirmatory factor analyses were employed to evaluate the reliability and validity of the measurement model and the research model was tested using structural equation modelling. Findings - – The results suggest that collaborative HRM practices have a direct positive effect on employees’ knowledge sharing behaviour. Surprisingly, the authors find that employees’ knowledge sharing behaviour is independent of reward systems and employees’ recognition. The authors suggest that organisational learning environments based on collaborative HRM practices can help employees’ knowledge sharing behaviour and improve the capability of both individual and organisational capability. Research limitations/implications - – Knowledge-sharing behaviour is examined using specific HRM practices. Findings should be confirmed using a larger sample, as well as through longitudinal study. Practical implications - – This study will be beneficial for researchers, practitioners, scholars, organisational leaders and employees. It will also be helpful for those interested in organisational structure and relationships across organisations in knowledge context. Originality/value - – This study makes a valuable contribution, given that there is a lack of empirical studies of this nature focusing on the South-East Asian region. The findings are more interesting given that the current study is based on employees’ perceptions.

A Study of Technology Uptake Processes in Manufacturing SMEs

This paper presents the findings of a three-year study of the ability of manufacturing SMEs to take up new or improved technologies and use them effectively in their efforts to innovate. Based on empirical fieldwork, an integrated model that covers a broad range of factors that influence technology uptake in manufacturing SMEs has been developed. The model has been tested, refined and extended to provide a list of competencies necessary for the successful uptake and management of technology in SMEs. Manufacturers are able to use the model and competency list as an audit tool to identify their areas of strength and opportunities for improvement by comparing their competencies with those needed to successfully manage technology uptake and innovation.