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Lack of Selection and Limits to Delegation
Delegating managerial tasks is essential for firm growth. Most firms in developing countries, however, do not hire outside managers but instead rely on family members. In this paper, we ask if this lack of managerial delegation can explain why firms in poor countries are small and whether it has important aggregate consequences. We construct a model of firm growth where entrepreneurs have a fixed time endowment to run their daily operations. As firms grow large, the need to hire outside managers increases. Firms’ willingness to expand therefore depends on the ease with which delegation can take place. We calibrate the model to plant-level data from the United States and India. We identify the key parameters of our theory by targeting the experimental evidence on the effect of managerial practices on firm performance from Bloom et al. (2013). We find that inefficiencies in the delegation environment account for 11 percent of the income per capita difference between the United States and India. They also contribute to the small size of Indian producers, but would cause substantially more harm for US firms. The reason is that US firms are larger on average and managerial delegation is especially valuable for large firms, thus making delegation efficiency and other factors affecting firm growth complements.
Journal Article
Kanpur to Kolkata : labour recruitment for the sugar colonies
\"Kanpur to Kolkata (historically Cawnpore to Calcutta, the terms used throughout this volume) is essentially a reproduction of aspects of the unpublished Report cum Diary of Major D.G. Pitcher, a judge in the Indian Civil Service\"--page 11; \"Kanpur to Kolkata is divided principally into two main segments. The first [is] the Report proper with crucial recommendations and Appendices ... The second is his copious Diary kept during the entire duration of his tour of duty\"-- page 22. Pitcher was commissioned by the British Government of India to enquire into the system of emigration from British India to certain French and British colonies as conducted in the North-Western Provinces and Oudh. Maps, charts, diagrams, and some appendices and footnotes in the original 1882 Report and Diary are not included in this edition.
Book
A study of organizational versus individual needs related to recruitment, deployment and promotion of doctors working in the government health system in Odisha state, India
Background
An effective health workforce is essential for achieving health-related new Sustainable Development Goals. Odisha, one of the states in India with low health indicators, faces challenges in recruiting and retaining health staff in the public sector, especially doctors. Recruitment, deployment and career progression play an important role in attracting and retaining doctors. We examined the policies on recruitment, deployment and promotion for doctors in the state and how these policies were perceived to be implemented.
Methods
We undertook document review and four key informant interviews with senior state-level officials to delineate the policies for recruitment, deployment and promotion. We conducted 90 in-depth interviews, 86 with doctors from six districts and four at the state level to explore the perceptions of doctors about these policies.
Results
Despite the efforts by the Government of Odisha through regular recruitments, a quarter of the posts of doctors was vacant across all institutional levels in the state. The majority of doctors interviewed were unaware of existing government rules for placement, transfer and promotion. In addition, there were no explicit rules followed in placement and transfer. More than half (57%) of the doctors interviewed from well-accessible areas had never worked in the identified hard-to-reach areas in spite of having regulatory and incentive mechanisms. The average length of service before the first promotion was 26 (±3.5) years. The doctors expressed satisfaction with the recruitment process. They stated concerns over delayed first promotion, non-transparent deployment policies and ineffective incentive system. Almost all doctors suggested having time-bound and transparent policies.
Conclusions
Adequate and appropriate deployment of doctors is a challenge for the government as it has to align the individual aspirations of employees with organizational needs. Explicit rules for human resource management coupled with transparency in implementation can improve governance and build trust among doctors which would encourage them to work in the public sector.
Journal Article
Social media recruitment: the role of credibility and satisfaction
PurposeThe increased popularity of social media has been prompting the recruitment managers to use social media recruitment. Very little has been studied on the effectiveness of social media recruitment from the recruiter's perspective. Influenced by the diffusion of innovation theory, the study measures the usefulness of social media recruitment through various prehire and posthire recruitment outcomes. The study also used the media richness theory to examine the role of credibility and satisfaction as a mediating variable.Design/methodology/approachData has been collected from the recruiters in the public and private sector of India. Available literature is studied to develop survey instrument validated through experts from industry and academia. Pilot study was conducted to test for any construct weaknesses. Data is analyzed using AMOS.FindingsThe study result proved that social media recruitment is significantly related to both prehire outcomes and posthire outcomes. The result also proved the mediating effect of credibility and satisfaction and suggests recruitment practitioner to emphasize on disseminating credible, relevant and sufficient information through suitable communication mode.Practical implicationsHR professional to be careful about the information provided through a social media recruitment method. Practitioner to establish credibility of the information to create a sense of satisfaction by the applicants toward the information. Thus, as the information becomes more credible, the attraction to the organization also increases, which in turn results in more applicants applying for the job.Originality/valueThis is the first quantitative study to examine effectiveness of social media recruitment under the influence of mediator – credibility and satisfaction considering the data from the recruiters.
Journal Article
Teacher Education and the Challenge of Development
In developing countries across the world, qualified teachers are a rarity, with thousands of untrained adults taking over the role and millions of children having no access to schooling at all. The supply of high-quality teachers is falling behind: poor status, low salaries and inadequate working conditions characterise perceptions of teachers in numerous countries, deterring many from entering the profession, and there are strong critiques of the one dimensional, didactic approach to pedagogic practice. Despite this, millions of teachers are dedicated to educating a newly enfranchised generation of learners.
Teacher Education and the Challenge of Development is co-written by experts working across a wide range of developing country situations. It provides a unique overview of the crisis surrounding the provision of high-quality teachers in the developing world, and how these teachers are crucial to the alleviation of poverty. The book explores existing policy structures and identifies the global pressures on teaching, which are particularly acute in developing economies.
In summarising the key policy and research issues and analysing innovative approaches to teacher supply, retention and education, this book:
establishes an overview and conceptual analysis of the challenge to extend and improve the teaching force in developing contexts;
sets out and analyses the quantitative and qualitative evidence around teacher contexts and conditions;
provides a series of national studies that analyse the context of teachers and the policies being pursued to improve the number and quality of teachers;
looks at a range of significant issues that could contribute to the reformulation and reform of teacher policies;
provides an overarching analysis of the nature and challenges of teaching and the possible interventions or solutions, in a fo
eBook
Potential Hire's Expectations from Life & Corporate
This study aims to understand the millennium generation of potential hires (students) who are faced by a different lifestyle that has resulted in changing their expectations from life and corporate recruiters. Employee aspirations have gradually evolved, thus inducing employers to devise new ways of managing their demands. The study was conducted in 2012 among 500 undergraduate and postgraduate students who will be facing life on their own within a period of 12-24 months in one of the reputed colleges in Tamil Nadu. This study has resulted in understanding the voice of students who will be the potential hires with reference to their expectations relating to various dimensions namely attitude towards higher education, money, work etc.
Journal Article
