Organizational capital and employment fluctuations

In this paper I present a model in which production requires two types of labor inputs: regular productive tasks and organizational capital, which is accumulated by workers performing organizational tasks. By allocating more workers from organizational to productive tasks, firms can temporarily increase production without hiring. The availability of this intensive margin of labor adjustment, in combination with adjustment costs along the extensive margin (search frictions, firing costs, training costs), makes it optimal to delay employment adjustments. Simulations indicate that this mechanism is quantitatively important even if only a small fraction of workers perform organizational tasks, and explains why the hiring rate is persistent and why employment is slow to recover after the end of a recession.

Managing by values in the next milenium: Cultural redesign for strategic organizational change

The system of beliefs and values, that shaped the model for management and organizations during the 20th century, is just not good enough today. In order to keep a business functioning well and competing successfully in markets that are increasingly more global, complex, professionally demanding, constantly changing and oriented towards quality and customer satisfaction a new model is needed. In this paper, we will propose that both Management by Instructions (MBI) and Management by Objectives (MBO) today give notoriously inadequate results. By contrast, description of a new approach labeled: Management by Values (MBV), seem to be emerging as a strategic leadership tool. The paper outlines this approach and discusses the implementation of MBV as a tool to redesign culture in organizations and prepare them for the next millenium.

Benchmarking for routines and organizational knowledge

We use best practice benchmarking rationales to propose a dynamic research design that accounts for the endogenous components of across-firms heterogeneous routines to study changes in performance and their link to organizational knowledge investments. We thus contribute to the operationalization of management theoretical frameworks based on resources and routines. The research design employs frontier measures that provide industry-level benchmarking in organizational settings, and proposes some new indicators for firm-level strategic benchmarking. A profit-oriented analysis of the U.S. technology industry during 2000-2011 illustrates the usefulness of our design. Findings reveal that industry revival following economic distress comes along with wider gaps between best and worst performers. Second stage analyses show that increasing intangibles stocks is positively associated with fixed target benchmarking, while enhancing R&D spending is linked to local frontier progress. The discussion develops managerial interpretations of the benchmarking measures that are suitable for control mechanisms and reward systems.

Wage cuts and managers' empathy: How a positive emotion can contribute to positive organizational ethics in difficult times

Using the lens of positive organizational ethics, we theorized that empathy affects decisions in ethical dilemmas that concern the well-being of not only the organization but also other stakeholders. We hypothesized and found that empathetic managers were less likely to comply with requests by an authority figure to cut the wages of their employees than were non-empathetic managers. However, when an authority figure requested to hold wages constant, empathy did not affect wage cut decisions. These findings imply that empathy can serve as a safeguard for ethical decision making in organizations during trying times without generally undermining organizational effectiveness. We conclude by discussing the implications of our research.

Sleeping Beauty in Chelmno: Jane Yolen's Briar Rose or Breaking the Spell of Silence

AbstractThis article analyses Jane Yolen's Briar Rose (1992) from the perspective of trauma studies as a novelistic transposition of "Sleeping Beauty" in the context of the Holocaust. It argues that the fairy tale fulfils a psychological and even existential role for the fictional survivor of the extermination camp, but also a pedagogical, moral and political one through the figure of the cowitness central to the economy of the novel. Through Becca's recovery of the biographical elements underlying her grandmother's retelling of the story, Yolen shows how the fairy tale can serve to communicate traumatic personal memories and transmit collective cultural knowledge to counter the disappearance of first-hand witnesses.RésuméCet article analyse le recours au conte de fées dans un roman récent de Jane Yolen, Briar Rose, qui transpose le conte de La Belle au bois dormant dans le contexte de l'Holocauste. A partir des études sur le traumatisme (trauma studies), il montre comment le conte de fées remplit plusieurs rôles: psychologique voire existentiel pour la survivante du camp, mais aussi didactique, politique et moral à travers la figure du co-témoin placée au coeur du dispositif narratif. Yolen fait ainsi appel à deux genres pédagogiques, le conte et la literature de jeunesse sur l'Holocauste comme outils pédagogiques permettant la transmission d'une mémoire individuelle et collective qui problématise la question épineuse de la représentation de l'Holocauste et de la fictionnalisation de l'histoire qui accompagne la disparition des témoins directs.

HRM Practices, Intrinsic Motivators, and Organizational Performance in the Public Sector

This article aims to determine the impact of human resource management (HRM) practices on public service motivation (PSM) and organizational performance. Based on a survey of Swiss cantonal public employees (N = 3,131), this study shows that several HRM practices may be considered as organizational antecedents of PSM and strong predictors of perceived organizational performance. Fairness, job enrichment, individual appraisal, and professional development are HRM practices that are positively and significantly associated with PSM and perceived organizational performance. Moreover, these results suggest that HRM practices are stronger predictors than either PSM or organizational commitment when explaining the individual perception of organizational performance.

Le silence comme outil thérapeutique dans la dépression : élaboration théorique basée sur une étude de cas

À l'aide d'un exemple clinique, nous élaborons les différentes fonctions que peut avoir le silence dans les thérapies cognitives et comportementales de la dépression. Les silences d'une patiente déprimée, suivie en psychothérapie, sont documentés et analysés. Le silence peut, chez la même personne, tantôt produire un apaisement ou organiser la pensée, donc s'avérer productif, tantôt représenter une tentative d'échapper à du matériel douloureux, donc s'avérer peu productif. Ainsi, le thérapeute aura fondamentalement le choix, soit de respecter ces silences soit de les rompre et de parler. Pour l'aider dans ce choix, nous repérons différentes catégories de silences et les mettons en lien avec la littérature à ce sujet, afin d'introduire le silence comme outil thérapeutique à part entière dans le traitement cognitivo-comportemental de la dépression. © 2013 Association fran4aise de thérapie comportementale et cognitive. Publié par Elsevier Masson SAS. Tous droits réservés.