Catalogue Search | MBRL
Are you sure you want to remove the book from the shelf?
{{itemTitle}}
10,705
result(s) for
"BUSINESS LEADERS"
Sort by:
From silk to silicon : the story of globalization through ten extraordinary lives
The story of globalization, the most powerful force in history, as told through the life and times of ten people who changed the world by their singular, spectacular accomplishments. This is the first book to look at the history of globalization through the lens of individuals who did something transformative, as opposed to describing globalization through trends, policies, or particular industries. From Silk to Silicon tells the story of who these men and women were, what they did, how they did it and how their achievements continue to shape our world today.
BOOK
Lobbying America
Lobbying Americatells the story of the political mobilization of American business in the 1970s and 1980s. Benjamin Waterhouse traces the rise and ultimate fragmentation of a broad-based effort to unify the business community and promote a fiscally conservative, antiregulatory, and market-oriented policy agenda to Congress and the country at large. Arguing that business's political involvement was historically distinctive during this period, Waterhouse illustrates the changing power and goals of America's top corporate leaders.
Examining the rise of the Business Roundtable and the revitalization of older business associations such as the National Association of Manufacturers and the U.S. Chamber of Commerce, Waterhouse takes readers inside the mind-set of the powerful CEOs who responded to the crises of inflation, recession, and declining industrial productivity by organizing an effective and disciplined lobbying force. By the mid-1970s, that coalition transformed the economic power of the capitalist class into a broad-reaching political movement with real policy consequences. Ironically, the cohesion that characterized organized business failed to survive the ascent of conservative politics during the 1980s, and many of the coalition's top goals on regulatory and fiscal policies remained unfulfilled. The industrial CEOs who fancied themselves the \"voice of business\" found themselves one voice among many vying for influence in an increasingly turbulent and unsettled economic landscape.
Complicating assumptions that wealthy business leaders naturally get their way in Washington,Lobbying Americashows how economic and political powers interact in the American democratic system.
eBook
Drivers of Philanthropic Foundations in Emerging Markets: Family, Values and Spirituality
This article discusses the ethics and drivers of philanthropic foundations in emerging markets. A foundation organizes assets to invest in philanthropic initiatives. Previous scholarship has largely focused on developed countries, especially the United States, and has questioned the ethics behind the activities of foundations, particularly for strategic motives that served wider corporate purposes. We argue that philanthropic foundations in emerging markets have distinctive characteristics that merit separate examination. We scrutinize the ethics behind the longitudinal activity of such foundations using 70 oral history interviews with business leaders in 18 countries in Africa, Asia, Latin America, and the Middle East. We find that 55 out of 70 foundations associated with these leaders have been used as vehicles for a specific type of philanthropic ethics defined as “spiritual philanthropy”. These foundations often embodied personal or family traditions, culture, and religious values, which emphasized charitable giving and social responsibility. As in the case of many of the industrial foundations in Europe, these foundations also carried founding family names and provided a structure to maintain family control and enhance corporate reputation. We argue that, as business leaders in emerging markets are more directly exposed to dire social, educational and health deprivation than their counterparts in developed countries, they are less inclined toward grandiose world-making, and their foundations are more focused on delivering immediate benefits to communities in their home countries, motivated by implicit or explicit spirituality.
Journal Article
Corporate Tax: What Do Stakeholders Expect?
Motivated by the ongoing controversy surrounding corporate tax, this article presents a study that explores stakeholder expectations of corporate tax in the context of UK business. We conduct a qualitative analysis of in-depth interviews with representatives of community groups (NGOs/think tanks and special interest groups), as well as interviews with those representing business groups (business leaders and industry representatives). We then identify eight themes that together describe \"what\" companies need to do, \"how\" they need to do it, and \"why\" they need to do it, if they wish to appeal to a wide group of interested parties. We discuss our findings based on the corporate social responsibility literature and propose novel ways for community groups and business groups to connect on the topic of corporate tax, suggesting opportunities and themes for dialogue and potential steps to co-create solutions in a stakeholder society.
Journal Article
Economic preferences and temperament traits among business leaders and paid employees
Abstract This paper explores individuals’ economic preferences and temperament traits among different categories of business leaders (i.e., managers, self-employed with employees, self-employed without employees) and paid employees. We assume that these quite stable preferences and traits play a role in predicting occupational choice toward leadership roles. We use a large individual-level survey dataset (n = 5890) from the Northern Finland Birth Cohort 1966 at age 46 with linkages to nationally registered data. We construct survey measures for three types of economic preferences: risk, time, and social preferences. We use Cloninger’s inventory to measure four main temperament traits: harm avoidance, reward dependence, novelty-seeking, and persistence. We show that business leaders, in general, have different economic preferences and temperament traits than paid employees. To become a manager, especially the temperament trait of novelty-seeking seems relevant; and to become self-employed, particularly the economic preference of risk-taking appears as important.Plain English SummaryIn middle-aged population, business leaders are more prone to novelty-seeking and persistence than paid employees, and self-employed individuals without employees score highest in risk taking.
Journal Article
Stock market reaction to wrongdoing by business leaders: Empirical study in Vietnam
This article presents a comprehensive study that explores the effects of misconduct disclosure by business leaders on the stock prices of companies listed on the Vietnamese stock market. The focus of the research is on cases of corporate misconduct involving leaders who faced prosecution and detention between the years 2012 and 2022. To conduct this study, the authors meticulously gathered data from a variety of reliable media sources, such as Tuoi Tre newspaper, Tien Phong newspaper, and Urban Economic newspaper. Through this research, they identified nine business leaders whose alleged misconduct resulted in legal actions, directly linking them to a total of 24 publicly traded companies on the Vietnamese stock exchange. The findings of the study indicate a significant correlation between the disclosure of misconduct and stock price fluctuations. Specifically, the shares of the relevant companies experienced an abnormal return decrease of 4.5% on the day of the misconduct disclosure. Furthermore, when examining a broader event window ranging from five days before to five days after the announcement (denoted as [-5, +5]), the study recorded a statistically significant reduction in stock prices of 22%. These results highlight the detrimental impact that misconduct by business leaders has on investor confidence and decision-making processes. The study underscores the importance of ethical leadership in maintaining investor trust and the stability of stock markets. It serves as a reminder of how corporate governance and transparency play crucial roles in influencing market dynamics.
Journal Article
Employers' conceptions of quality and value in higher education
In this qualitative study, we research what constitutes the relationships between conceptions of quality and value associated with higher education as experienced by prospective employers of business graduates. Quality and value in
higher education are often linked though the relationship is unclear. Employers are an important and under-researched stakeholder group on the demand side of higher education. Data are generated by interviewing prospective employers of
business graduates from a UK university. Interviews are analysed using a phenomenographic method to determine the qualitatively different ways in which actors make sense of the relationships between quality and value. Understanding
prospective employers' conceptions of the relationships is important given the competitive pressures on universities and businesses. The research reinforces the experiential and idiosyncratic relationships between quality and value in
higher education. Three conceptions of what constitutes quality and value in higher education are discussed: (a) quality is an antecedent of value; (b) quality is simple while value is complex; and (c) quality is internal to HE while
value is created in the customer domain. The research outcomes provide important insights for researchers and practitioners through clearer understanding of how quality and value are related for this important stakeholder group. [Author
abstract]
Journal Article
Building career capital: developing business leaders' career mobility
PurposeCareer theorists have been increasingly occupied with role transitions across organisations, neglecting role transitions undertaken within single organisations. By exploring in depth the aspects of career capital that role holders need to facilitate their own organisational role transition, this article builds upon career capital theory.Design/methodology/approachAdopting an interpretivist approach, this study explores the experiences of 36 business leaders who have undertaken a recent role transition within a UK construction business.FindingsThe article empirically characterises 24 career capital aspects, clustered into Knowing Self, Knowing How and Knowing Whom. It argues that these aspects are important to internal role transitions and compares them to mainstream career capital theory. In addition, the concepts of connecting, crossing and investing career capital are introduced to explain how career capital supports such transitions.Research limitations/implicationsThis study proposes a new career capital framework and refocuses debate on organisational careers. It is based on a single organisation, and it would be beneficial for future researchers to explore its applicability within other organisations.Practical implicationsThe article explores the implications of the new career capital framework for business leaders and organisational managers who wish to build individual and organisational career mobility.Originality/valueThis study proposes a new, empirically grounded, career capital theoretical framework particularly attending to organisational role transitions.
Journal Article
Managing a Gen-Z workforce – what family firms need to know: a perspectives article
PurposeThis paper highlights the opportunities and challenges for family firms in managing Generation Z (Gen-Z) employees. This perspective article explores several considerations for family firms in managing their Gen-Z employees and the potential implications for their socioemotional wealth (SEW).Design/methodology/approachThe authors provide a brief review of what is known about the values/work habits of Gen-Z employees and attracting, retaining and managing nonfamily employees in family firms.FindingsThe unique values, motivations and working styles of Gen-Z employees suggest the need for family business leaders to adopt a different approach to managing these employees. A focus on Gen-Z’s psychological contract, technological savviness and entrepreneurial orientation is provided with respect to how they can be managed.Originality/valueThe authors suggest the importance of approaching NFEs as a heterogenous group and offer avenues for future research with prospective research questions to better understand nonfamily Generation Z employees’ place in the family firm.
Journal Article
Women's Self-Initiated Expatriation as a Career Option and Its Ethical Issues
Women are underrepresented in managerial positions and company international assignments, in part due to gender discrimination. There is a lack of fair and just treatment of women in selection, assignment and promotion processes, as well as a lack of virtue shown by business leaders in not upholding the principle of assigning comparable women and men equally to positions in management and postings abroad. Female professionals, however, initiate their own expatriation more often than they are assigned abroad by their company, and usually as often as men self-expatriate. What causes women to self-initiate expatriation? Women's proactivity, in part an attempt to redress the disadvantage they face in managerial career advancement, appears influential, as are career and family motivations. Indeed, during expatriation, women fare well in their career and they repatriate only at the same rate as men. Compared with men, however, women repatriate less often for career than for family reasons. On their return, despite their international experience, women do not gain as much of a financial return on their investment in self-expatriation as do men, suggesting that women may suffer unfair, non-meritorious treatment at home. Overall, self-initiated expatriation provides a new, gendered, social context for researching women's career advancement. The ethical issues associated with women's self-expatriation — a lack of fairness and justice in selection, assignment and promotion decisions, and a lack of virtue shown by business leaders in upholding fair and just human resource decisions by gender -suggest practical avenues to resolve these issues.
Journal Article