Patricia A. Lanier

Clearing a Path Through the Management Fashion Jungle: Some Preliminary Trailblazing

Sixteen management fashions that emerged over the past five decades were identified and evaluated on eight criteria, including radicalness, broadness, and fear induction. The authors examined relat...

A historical perspective on fad adoption and abandonment

While management is considered relatively immature compared to other social sciences, for over half the lifespan of the discipline, the field has been bombarded with “fads”. For the purposes of this manuscript, fads are defined as “managerial interventions which appear to be innovative, rational, and functional and are aimed at encouraging better organizational performance”. This definition draws on and integrates a number of theorists’ conceptualizations of fads. Notably, however, there is some point at which a fad sufficiently demonstrates its effectiveness in numerous and diverse settings to warrant an evolution from fad status to something which implies more permanence. This issue is addressed in a theoretical model which traces the process of fad adoption using historical bibliometric data. The model offers propositions concerning the precursors, moderators, and outcomes of adoption.

A Report on Gender and Gender-Related Issues in the Accounting Professoriate

Abstract This study examined the progress and current situation of academic women accountants and provides information concerning gender-specific employment experiences. Results indicate that gender inequity within accounting academe may still exist. For example, the percentage of female faculty has increased to only 22.3% of the total. Further, the percentage of respondents (n = 188) in the senior ranks (34.3%) is much smaller than the percentage in the junior ranks (64.7%). Additionally, those surveyed were asked to respond to questions concerning their discriminatory experiences with regard to gender, age, and race. The majority of women had encountered gender-related discrimination, and 60% of minorities surveyed cited instances of race-related discrimination. Implications of these findings are discussed.

Evaluating Instructors' Perceptions of Students' Preparation for Management Curricula.

Abstract A random survey of 166 management faculty teaching in public and private universities in 44 states suggests that incoming management students are deficient in writing, verbal, and mathematical skills. Moreover, a majority of the faculty surveyed did not believe that the students of today are as motivated to learn as their predecessors. The implication of these findings is that some restructuring of the university educational process may be needed to implement a total quality management approach to teaching.

A Comparison of Gender and Gender-Related Issues in the Business Disciplines

The study described the situation of female professors within the business disciplines of accounting, economics, management, and marketing in order to collect information concerning gender-specific employment experiences. Results indicate that gender inequity within academia still exists. For example, the percentage of female faculty has increased to only 24.3% of the total. Furthermore, those surveyed were asked to respond to questions concerning their discriminatory experiences with regards to gender. The majority of women had encountered gender-related discrimination. However, the percentage of respondents (N = 707) in the senior ranks (50%) was much greater than the AACSB national averages, which show females making up only 36.5% of senior business faculty. Implications of these findings are discussed at the end of this article.

The role of individual cultural traits and proactivity in an organizational setting

Purpose - – The purpose of this research is to assess the impact of espoused individual cultural traits on proactive behaviors within an organizational environment. While there have been many reports about the positive outcomes of proactivity, there is much less known about the antecedents, particularly those related to culture. Design/methodology/approach - – Sales employees ( Findings - – Long-term orientation positively influenced proactive behaviors as did uncertainty avoidance. Uncertainty avoidance was hypothesized to have a negative impact on proactive behaviors, but the results of this study implied that individuals found it safer to adjust to a fluid environment rather than to remain inflexible. No relationship was found between power distance and proactivity. Masculinity was found to be positively related to proactive behaviors but collectivism was not. Research limitations/implications - – The results of this study should be limited to its own population and not generalized to larger, more culturally diverse populations which were not represented in the sample. Practical implications - – This study provides better understanding of managerial proactive behavior related to cultural traits, particularly in the domain of field sales. Originality/value - – This study is unique in that it explores individual proactivity in an organizational selling environment related to cultural traits at the individual level.

A GLIMPSE INSIDE THE IVORY TOWER: A CROSS-OCCUPATIONAL COMPARISON OF WORK ORIENTATIONS IN ACADEMIA

Results comparing academic employees (n = 176) across four occupations (college administrators, faculty, librarians, and clerical workers) indicated that college administrators and professors were highest on career identity and job involvement, while clerical workers reported the lowest job satisfaction, career planning, and intentions-to-remain in career. Though discriminant analysis revealed that professors were more identified with their careers than administrators, college administrators were higher on career planning, intentions-to-remain in career, and career re- silience.

An historical examination of early “Believers” in the quality management movement: the Shaker example

Through the application of Hirst’s “forms of knowledge” theory, it is shown that the Shakers’ nineteenth century management principles had many similarities to Deming’s tenets. For example, Shakers were committed to perfection in work, taking their time in pursuit of quality. Training was accomplished through sharing community expertise, apprenticing, and rotating jobs. Also, equality and cooperation were encouraged among the “brothers” and “sisters.” This example of management history research provides a baseline from which management concepts can be understood and potential mistakes avoided.