Edgard Cornacchione

“Flying High, Landing Soft”

Purpose – There is an increased research interest in the recent phenomenon of Chinese small and medium‐sized businesses (SMEs) going abroad. The paper aims to enrich the literature by proposing a “Flying High, Landing Soft” curriculum helping Chinese SMEs going abroad. This innovative entrepreneurial curriculum is based on the Soft Landings program originally developed by the National Business Incubation Association. The objective of the curriculum is to provide a platform for students at various levels (undergraduate, graduate, and executive education) and business communities to engage in China‐USA‐Brazil entrepreneurship.Design/methodology/approach – The “Flying High, Landing Soft” curriculum, consisting of three core elements (resources and networks; five steps process of coaching; cultivating storytellers), is grounded in the theories of input‐process‐output model of strategic entrepreneurship and docility‐based distributed cognition.Findings – A “Flying High, Landing Soft” curriculum was developed t...

Human resource development in Brazil

1. Global Human Resource Development: Landscaping the Anatomy of an Evolving Field Thomas N. Garavan, Alma M. McCarthy and Michael J. Morley Section 1: Asia and Oceania 2. Human Resource Development in Australia and New Zealand Peter McGraw and Robin Kramar 3. Human Resource Development in East Asia Roziah Mohd Rasdi and Maimunah Ismail 4. Human Resource Development in South Asia Satish Pandey, Gertrude I. Hewapathirana and Dinyar M. Pestonjee 5. Human Resource Development in China and North Korea Judy Sun and Greg Wang 6. Human Resource Development in Malaysia and Singapore Maimunah Ismail and Roziah Mohd Rasdi Section 2: Africa and the Middle East 7. Human Resource Development in Sub-Saharan Africa Fredrick M. Nafukho and Helen M. A. Muyia 8. Human Resource Development in Middle East Hussain A. Alhejji and Thomas N. Garavan 9. Human Resource Development in North Africa Hussain A. Alhejji and Thomas N. Garavan Section 3: The Americas 10. Human Resource Development in Canada and the United States Gary N. McLean and Nadir Budhwani 11. Human Resource Development in Latin America Consuelo L. Waight, Jose Ernesto Rangel Delgado and Johana Lopez 12. Human Resource Development in Brazil Renato Ferreira Leitao Azevedo, Alexandre Ardichvili, Silvia Casa Nova and Edgard B. Cornacchione Jr. Section 4: Central and Eastern Europe, Russia and the Former Soviet Union 13. Human Resource Development in Central and Eastern Europe (CEE) Maura Sheehan and Beata Buchelt 14. Human Resource Development in Russia and the Former Soviet Union Alexandre Ardichvili, Elena Zavyalova and Oleksandr Tkachenko Section 5: Western Europe 15. Human Resource Development in Ireland and the UK Alma M. McCarthy 16. Human Resource Development in the Nordic Countries Britta H. Heidl and Indravidoushi C. Dusoye 17. Human Resource Development in Germanic Europe Regina H. Mulder and Loek F.M. Nieuwenhuis 18. Human Resource Development in Southern Europe Eduardo Tome Section 6: Emerging Markets 19. Human Resource Development in CIVETS Thomas N. Garavan and Mesut AkdereI. FOUNDATIONS FOR GLOBAL HRD. 1. Globalization and HRD. 2. Culture and HRD. II. PRACTICES OF GLOBAL HRD. 3. Developing Training Programs for International Settings. 4. Delivery of Training Programs Around the World. 5. Consulting Across Cultures. 6. Administration of Global HRD Programs. III. HRD IN GLOBAL ORGANIZATIONS. 7. HRD in Global Corporations. 8. Public and Nonprofit Global Organizations. 9. HRD and Globalizing the Organization. IV. HRD PRACTICES AND PROGRAMS AROUND THE WORLD. 10. Western Europe. 11. Eastern Europe. 12. Middle East and North Africa. 13. Africa. 14. South Central Asia. 15. East Asia. 16. Japan. 17. South Pacific Region. 18. Canada. 19. Latin America and Caribbean. 20. United States of America. V. ENTERING THE GLOBAL HRD FIELD. 21. Career Opportunities in Global HRD. 22. Competencies for the Effective Global HRD Practitioner. 23. Preparation for Global HRD Assignments. VI. FUTURE OF GLOBAL HRD. 24. Global HRD Megatrends. Subject Index. Name Index.

Gerdau’s Men of Steel: A Unique Case of Leadership Development in Brazil

The goal of this chapter is to analyze the leadership development phenomenon in Brazil, a country facing historic challenges, including workforce qualification, low basic education levels, significant social inequality and infrastructure issues. We discuss the possibilities and challenges in leadership development based on the case of Gerdau, a Brazilian company that operates since 1901. Gerdau is the leading company in the long steel market. Internally, the company has developed, across many years, strategies, policies and practices that emphasize autonomy and self-management, experiencing potentialities and shortcomings associated with external influences and with traits of its own culture.

Cognitive brain mapping of auditors and accountants in going concern judgments

This study aims to explain the extent to which brain mapping patterns follow behavioral patterns of auditors and accountants’ judgments when assessing evidence for decisions involving going concern. This multidisciplinary research involved investigating the relation between the theory of belief revision, neuroscience, and neuroaccounting with a sample of auditors and accountants. We developed a randomized controlled trial study with 12 auditors and 13 accountants. Auditors and accountants presented similar judgments about going concern, specially demonstrating greater sensitivity to negative evidence. Despite similar judgments, results showed diverging brain processing patterns between groups, as distinct reasoning was used to reach going concern estimates. During the decision process, auditors presented homogeneous brain processing patterns, while accountants evidenced conflicts and greater cognitive effort. For both groups, the occurrence of maximization (minimization) of judgments is observed in brain areas associated with identification of needs and motivations linked to individuals’ relations with their social group. This was strengthened by the lack of significant differences between the regression maps of auditors and accountants, leading to interpretation of the groups’ findings as homogeneous brain behavior. Despite familiarity with the executed task and knowledge of auditing standards, as a result of the greater use of algorithmic reasoning the auditors’ judgments were similar to that of accountants. On the other hand, the accountants’ greater cognitive effort, due to the experiencing of greater conflict in the decision-making process, made them use more quantic brain processing abilities, which are responsible for conscious reasoning. This was observed in the maximizations (minimizations) of the estimates in brain areas related to concerns with the judgments’ social repercussions, which culminated in some degree of “conservatism�? in their decisions. Furthermore, these findings reveal another opportunity to discuss the assumption of the brain as the original accounting institution.

Brazil. IFRS Convergence and the Role of Accounting Education: The Brazilian Case

Our chapter critically analyses the adoption of IFRS in Brazil and argues that accounting education will be an important factor for a broad and complete convergence. The study is divided into five sections. Section 1 presents a short introduction of Brazil and discusses issues such as colonization background, legal system, capital markets and accounting profession. Section 2 reviews the road to accounting convergence in Brazil, focusing on the specificities of the Brazilian process that involved creation of a National Accounting Standard Committee. Section 3 critically analyses the adoption in Brazil of IFRS. We focus on the main issues brought by the change to a principle-based standard and discuss the lack of interpretation consensus among market participants. Due to that, financial statements of Brazilian companies still retain a strong national identity. In Sect. 4, we analyze the competences and capabilities that should be achieved through accounting education that we believe are necessary for a complete and broad convergence in Brazil. Finally, Sect. 5 presents our concluding remarks.

Las empresas sostenibles son efectivamente más rentables y menos riesgosas

O objetivo neste trabalho foi verificar se havia diferencas significativas nos indicadores contabeis das empresas sustentaveis em relacao a outras companhias nao reconhecidas como sustentaveis. O Indice de Sustentabilidade Empresarial (ISE) da BM foi o criterio selecionado para separacao da amostra em empresas sustentaveis ou nao. Os indicadores contabeis analisados foram divididos em duas categorias: risco (taxa de pagamento de dividendos, crescimento percentual do ativo, alavancagem financeira, liquidez corrente, tamanho do ativo, variabilidade do lucro, beta contabil) e retorno (ROA, ROE, giro do ativo, margem liquida), identificados na revisao da literatura. Foram analisadas, individualmente, companhias do setor de energia eletrica e do setor bancario, alem de ter sido realizada uma analise sem divisao setorial para a carteira 2008/2009 do ISE. Para verificacao da diferenca de medias entre os grupos foi utilizado o teste de Mann-Whitney (α ≤ 0,05). Os resultados, de maneira geral, e feitas as devidas consideracoes sobre o metodo utilizado e o periodo estudado, indicam que nao ha diferencas, medidas pelos indicadores contabeis selecionados, entre as empresas sustentaveis e as que nao sao assim consideradas.

Are sustainable companies less risky and more profitable

O objetivo neste trabalho foi verificar se havia diferencas significativas nos indicadores contabeis das empresas sustentaveis em relacao a outras companhias nao reconhecidas como sustentaveis. O Indice de Sustentabilidade Empresarial (ISE) da BM foi o criterio selecionado para separacao da amostra em empresas sustentaveis ou nao. Os indicadores contabeis analisados foram divididos em duas categorias: risco (taxa de pagamento de dividendos, crescimento percentual do ativo, alavancagem financeira, liquidez corrente, tamanho do ativo, variabilidade do lucro, beta contabil) e retorno (ROA, ROE, giro do ativo, margem liquida), identificados na revisao da literatura. Foram analisadas, individualmente, companhias do setor de energia eletrica e do setor bancario, alem de ter sido realizada uma analise sem divisao setorial para a carteira 2008/2009 do ISE. Para verificacao da diferenca de medias entre os grupos foi utilizado o teste de Mann-Whitney (α ≤ 0,05). Os resultados, de maneira geral, e feitas as devidas consideracoes sobre o metodo utilizado e o periodo estudado, indicam que nao ha diferencas, medidas pelos indicadores contabeis selecionados, entre as empresas sustentaveis e as que nao sao assim consideradas.

As empresas sustentáveis são realmente mais rentáveis e seu nível de risco é menor

O objetivo neste trabalho foi verificar se havia diferencas significativas nos indicadores contabeis das empresas sustentaveis em relacao a outras companhias nao reconhecidas como sustentaveis. O Indice de Sustentabilidade Empresarial (ISE) da BM foi o criterio selecionado para separacao da amostra em empresas sustentaveis ou nao. Os indicadores contabeis analisados foram divididos em duas categorias: risco (taxa de pagamento de dividendos, crescimento percentual do ativo, alavancagem financeira, liquidez corrente, tamanho do ativo, variabilidade do lucro, beta contabil) e retorno (ROA, ROE, giro do ativo, margem liquida), identificados na revisao da literatura. Foram analisadas, individualmente, companhias do setor de energia eletrica e do setor bancario, alem de ter sido realizada uma analise sem divisao setorial para a carteira 2008/2009 do ISE. Para verificacao da diferenca de medias entre os grupos foi utilizado o teste de Mann-Whitney (α ≤ 0,05). Os resultados, de maneira geral, e feitas as devidas consideracoes sobre o metodo utilizado e o periodo estudado, indicam que nao ha diferencas, medidas pelos indicadores contabeis selecionados, entre as empresas sustentaveis e as que nao sao assim consideradas.