James P. Neelankavil

The influence of culture on advertising effectiveness in China and the USA

Presents findings from an empirical study which investigates the effects of different advertising appeals used across cultures. Cultural differences along the individualism‐collectivism dimension are hypothesized to affect people’s reactions to certain advertising appeals. Results indicate that appeals which emphasize individualistic benefits are more effective in the USA than in China. When appeals emphasizing collectivistic benefits are employed, they are generally more effective in China. However, such effects can be moderated by product characteristics. Different product types may serve to influence the effectiveness of culturally‐congruent advertising appeals. Discusses the implications of the findings.

Corporate America′s Quest for an Ideal MBA

Identifies problems facing MBA programmes, the type of executives sought by businesses, and the roles academic and business institutions need to play in developing the next generation of managers. Views MBA programmes through an input‐output model with the quality of the output (MBAs) a function of the quality of the input and the efficiency of the process and reveals the problems in business education. To raise the quality of MBAs, schools need to cover material relevant to client firms, to incorporate new materials into existing courses that stress written and oral communication. States that faculty and executives should forge links to evaluate graduates and update classroom material and states faculty should be encouraged to undertake business internships. Corporations have an additional role, they must identify MBAs with potential for senior level management and train them, focusing on leadership negotiating skills, and long‐term planning.

Use of foreign language and models in print advertisements in East Asian countries

The need for cultural sensitivity in global marketing is recognized widely. Using content analysis of 543 advertisements from four East Asian countries, determines the marketing factors which lead to the use of two advertising strategies that might be perceived as culturally insensitive. Indicates that, while foreign languages are used widely, a substantial number of advertisements also employ western models. Shows the use of western models to be influenced by five factors: use of a foreign language, target audience, product′s country of origin, product type and customer country. Shows the use of foreign language words, on the other hand, to be influenced by just two factors: customer country and product type.

Critical Managerial Motivational Factors A Cross Cultural Analysis of Four Culturally Divergent Countries

This article examines differences in the motivational dispositions of middle-level managers in four countries - China (N = 204), India (N = 184), the Philippines (N = 220), and the United States (N = 176). Important differences were found in the factors that motivate managers across the four countries. While East-West differences clearly exist, significant differences are noted among the three Asian countries. Specifically, Chinese and American managers represented two extremes in their beliefs about what motivates managerial performance of middle-level managers. Both Filipino and Indian managers were found to be more similar to their US counterparts than their Chinese counterparts. Implications of the findings are discussed.

Strategic resource commitment of high-technology firms: An international comparison

Abstract This study investigates the dynamics of three strategic variables across three countries in the high-technology sector. The variables under investigation are research and development (R&D) expenditure, capital expenditure (CPX), and sales and administrative (S&A) expenditure and the three countries are the US, Japan, and the UK. We estimate the contemporaneous responsiveness of each of the three strategic variables in response to changes in revenues across the three countries. We also test the statistical causality among the three variables as it impacts revenues. Based on our analysis, we observe that the highest R&D intensity is among the US firms in comparison to firms from Japan and UK. American firms maintain R&D intensity at a stable level with an elasticity of one. We find that Japanese firms have the highest R&D elasticity. Japanese firms show the highest intensity in the area of CPX, whereas American firms have the highest elasticity. Our results show a less globally integrated high-tech sector in each country.

Self-efficacy as an antecedent of cognition and affect in technology acceptance

Purpose – This paper aims to examine whether self-efficacy plays an important role in shaping the effect of cognition and affects in high technology adoption. It also examines whether cognition and affect mediate the effect of self-efficacy on attitude toward adoption. Design/methodology/approach – Using an experimental survey to collect data, subjects performed two different tasks (utilitarian and hedonic) to make sure that they had cognitive and affective experiences to draw upon as they developed attitudes toward the focal innovation. Structural equation modeling was used to analyze the model. Findings – The result shows that self-efficacy influenced cognitive perceptions and emotional reactions. Specifically, self-efficacy was found to play a substantive role in shaping individuals’ attitudes via a cognitive route (perceived usefulness and ease-of-use) and an affective one (pleasure, arousal and dominance). Research limitations/implications – The study of self-efficacy as an external variable provides...

Human resources roles: ideal versus practiced: a cross-country comparison among organizations in Asia

Human capital and its associated principles of talent management are sound platforms on which to leverage a companys fundamental resources to attain corporate goals. Unfortunately, the importance of human resource management (HRM) within organizations is often overlooked. The fundamental problem observed by many researchers in the HRM field is the discrepancy between what are considered ideal HRM roles and what is actually practiced by HRM managers. To understand the current human resource (HR) philosophy and the specific roles practiced by HR professionals among Asian companies, a survey was conducted with 377 HR managers in four Asian countries – India, Indonesia, Malaysia, and the Philippines. Our research has shown and, hence, reiterated the sense that there are considerable differences between the current HR functions as practiced and the ideal HR functions, as indicated by the survey respondents. In addition, the survey results have identified significant differences among countries, especially in areas such as strategic practices and the roles of HR managers. Differences between practice and ideal in HR administration are also observed at different levels of management. It was also observed that differences among countries exist depending on the type of organization, the size of the organization, and whether the HR managers work for HR departments or for other functional departments.

Management Development and Training Programmes in Japanese Firms

Focuses on the training practices of Japanese firms and explains, in part, some of the phenomenal successes of their global and domestic operations. Relevant information was gathered by a survey questionnaire from 110 Japanese managers working in Japan (in ten manufacturing and ten service companies). It appears that Japanese firms pay considerable attention to the training of managers. Training is used not only to improve function skills but also to prepare the managers for future assignments. In addition, training is viewed by the Japanese as a means to improve work and to improve retention of managers.

Correlates of economic growth in developing countries: a panel cointegration approach

The inflow of foreign direct investment (FDI) has been found to play a crucial role in the economic growth of receiving countries. Using panel cointegration techniques, this perception was found to be mitigated by an empirical approach that yields different results from previous studies. While the growth in real FDI has an influence on real GDP growth across developing countries in the short-run, year-to-year periods, it does not explain real GDP in the long-run. Rather, it appears to be the economic factors internal to a country that have the most influence on real GDP over time: human capital (measured by literacy rates), export trade, and monetary and fiscal policy.

The best of the best: lessons from the top performing American corporations, 1954‐2005

Purpose – To derive and apply a new composite performance metric to top performing US companies in order to identify consistently excellent performers and explain their success over the last half‐century. The ten firms topping the list for this new composite performance metric represent the “best of the best” of American corporations during the fifty‐one years of Fortune magazine listings.Design/methodology/approach – Data for this analysis were gleaned from the annual lists of the top 500 companies reported by Fortune from 1954 to 2005. Using Fortunes annual rankings of companies according to the four performance criteria of return on investment/equity, net profits, total assets, and revenues dimensions, the authors firstly computed, for each of these four performance dimensions, an average ranking based on a companys particular rank each year and its total number of appearances during the 51‐year period; and then, secondly, by assigning each of the four performance criteria a weight reflecting its imp...