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"Talent agents "
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Can I go now? : the life of Sue Mengers, Hollywood's first superagent
Accompanied by anecdotes about and interviews with more than 200 show-business luminaries, a compelling biography of Hollywood's first superagent - one of the most outrageous showbiz characters of the 1960s and 1970s - charts show business as it evolved throughout the years.
Book
Aspirational Politics of Talent Acquisition: Entrepreneurial Limits and Indian Short Video Platforms
Local short video platforms in India such as Moj and Josh have encountered mixed success in wooing talented creators and new users to their platforms. Some of the challenges they have faced suggest the limits of aspirational politics which is entangled with aspects of authenticity and relatability as well as the political economy of start-up apps and platform capitalisms. I endeavor to understand TikTok’s success in India and also comprehend in what ways Indian short video platforms tried to replicate TikTok’s algorithmic logics and creator/talent acquisition strategies within the cultural context of vernacular creativity in India. The article connects discussions of the popularity of short video platforms with recruitment strategies to tap influential content creators in provincial India. The article contends that while theorizing aspirational politics, it is not enough to study (in isolation) how creators aspire to be more successful and gain more followers and influence. Aspirations are also actively fashioned and nurtured by the platform’s talent scouts, content directors, and studio heads. The Indian government along with corporations also creates aspirational discourses. I conceptualize aspirational politics and entrepreneurial limits in these slippages and ruptures across individual desires and state-corporate-platform discourses of aspiration and entrepreneurship.
Journal Article
They call me Supermensch : a backstage pass to the amazing worlds of film, food, and rock 'n' roll
\"The ... talent agent behind such superstars as Groucho Marx, Blondie, and Raquel Welch chronicles his life and career in the entertainment industry, discussing such topics as his Jewish childhood in Long Island, his international travels at the sides of half a century of celebrities, and the time he was punched by Janice Joplin\"--NoveList.
Book
Lawyers, Agents, and the Blurred Lines Regulating Talent Representation
Interestingly, personal experience has shown that malpractice insurance rates for sports and entertainment lawyers are higher than other practice areas. [...]only certain insurance companies will insure lawyers working in the sports and entertainment industries.33 The higher rates also show that the insurance industry is behind the ball on servicing lawyers as clients because talent clients are not more likely to file suit against their lawyers because they work in the sports and entertainment industry. [...]it also ignores the fact that lawyers, who have the most stringent educational and testing requirements (especially in California), would be best served to service high profile clientele.39 Fourth, assuming the lawyer lobby were to convince the California State Legislature to pass a bill to exclude or include lawyers in the TAA or the Miller-Ayala Act, lawyers would be still be subject to the high ethical standards set by the State Bar of California and the Professional Rules of Conduct.40 Lastly, a lawyer obtaining an agent license ignores that lawyers are actually licensed to practice law, which is the thing agents are practicing unlicensed when negotiating contracts and the like. According to another legal theory, an argument could be made that restricting lawyers to not representing talent without a talent license is a restraint on trade and intra/interstate commerce. [...]there is no preemption yet by federal law, but the National Collegiate Athletic Association's proposed Uniform Athlete Agents Act74 and the existing Uniform Bar Examination75 could be precursors of what is to come to help regulate the crossover between the entertainment, legal, and sports industries to allow lawyers to work with talent in a more seamless, efficient, and ethical manner.
Journal Article
Revisiting Ralph Lembo: Complicating Charley Patton, the 1920s Race Record Industry, and the Italian-American Experience in the Mississippi Delta
This essay examines newspaper articles, government documents, personal family collections, and secondary sources to refute and corroborate interviews about Ralph Lembo and restore the good name of the Mississippi talent scout and manager whose passionate, multi-faceted engagement with the entertainment world brought many artists to major recording companies, including Columbia, Paramount, OKeh, and Victor. Lembo drove Rocket 88 airconditioned automobiles, wore alligator boots and Panama-brimmed hats, and he stepped up and offered his large plantation when several other potential sites had refused to support the establishment of Mississippi Valley State University. Lembo relished playing the drums in his band the Pot Lickers and operating several music stores in the mid-Delta, which brought him into contact with an immense well of talent, including such figures as Kansas City Jim Jackson, Bo Carter, Blind Lemon Jefferson, and Rubin Lacy. This article also explodes the negative and ongoing bias against Lembo and argues that he discovered the \"King of the Delta Blues,\" Charley Patton.
Journal Article
Covid-19 and performance disclosure: does governance matter?
Purpose
This paper aims to investigate whether Covid-19 related information is associated with a higher level of performance disclosure in the annual reports. Furthermore, it examines the moderating effect of corporate governance on the relationship between Covid-19 and the performance disclosure by using three governance mechanisms: board size, board independence and gender diversity.
Design/methodology/approach
The authors use quantitative content analysis. The authors applied an automated textual analysis technique to measure the level of Covid-19 information and performance disclosure for the UK Financial Times Stock Exchange all-share non-financial firms.
Findings
The authors found a significant positive relationship between the Covid-19 disclosure and the firm performance disclosure in the annual reports. The authors also find that both board independence and gender diversity moderate the relationship between the Covid-19 related information and the level of performance disclosure in the annual reports. The authors further run a robustness analysis, which confirms the main results.
Practical implications
The finding is beneficial for the regulatory setters to better understand whether firms provide generic or meaningful Covid-19 information linked to the firm’s performance. The unique findings of this paper are relevant to regulators, governments, management, shareholders and academics.
Originality/value
The authors contribute to the literature in a unique and core research area not researched previously. The paper links the Covid-19 disclosure with the firm performance from the corporate narrative perspective. The paper underlines governance factors as a moderating role in this relationship by considering three main mechanisms: board size, board independence and gender diversity.
Journal Article
Conceptualising talent in multinational hotel corporations
Purpose
To identify, develop and retain talent, an important first step is to ensure that key stakeholders in the talent management (TM) process have a shared view of what is meant by talent within the organisation. The purpose of this paper is to conceptualise how talent is defined in the context of the hospitality industry and to examine the degree of (mis)alignment among corporate and business unit leaders.
Design/methodology/approach
The paper uses a qualitative approach consisting of 73 interviews with stakeholders at corporate and business unit levels in three multinational hotel corporations. In addition, documents were collected and analysed to support the interview data.
Findings
Each organisation had a formal approach to conceptualising talent at a corporate level. Both inclusive and exclusive views on talent as well as a broad set of characteristics that make up talent were reported with the importance of organisational values being prominent. However, despite formal global policies being in place, considerable divergence in practice was found across organisational levels.
Practical implications
A lack of clarity on what talent means in an organisational setting may lead to an inconsistent talent identification process which may lead to negative perceptions of fairness among employees. This may, in turn, bring about disgruntled employees and increased turnover.
Originality/value
This paper provides empirical evidence to the limited body of knowledge on the conceptualisation of talent. The display of organisational values emerged as important to being labelled talent, a factor that has received scant consideration in the literature.
Journal Article
