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Individual Effort (individual + effort)
Selected AbstractsWhen do high-level managers believe they can influence the stock price?HUMAN RESOURCE MANAGEMENT, Issue 1 2010Antecedents of stock price expectancy cognitions Abstract Stock based rewards are often used to motivate high-level managers to take actions to increase the stock price of the firm. However, numerous constraints may weaken the perceived link between individual effort and stock price appreciation for many recipients. This study introduces a new construct, stock price expectancy, which we define as individuals' perceptions of influence over their firm's stock price. We examined its antecedents in a sample of 349 high-level U.S. managers and found that employment at corporate headquarters, firm size, hierarchical level, and contact with investment analysts predicted stock price expectancy perceptions. © 2010 Wiley Periodicals, Inc. [source] Negotiating Inequality Among Adult Siblings: Two Case StudiesJOURNAL OF MARRIAGE AND FAMILY, Issue 2 2007Ingrid Arnet Connidis Qualitative instrumental case study analysis of adult siblings from 2 families explores how socioeconomic inequality among them affects their relationships to one another. Eight middle-aged siblings' observations of childhood, parental expectations, work and family history, lifestyle, and current sibling ties indicate that childhood interdependence, parallel parental treatment, similar intergenerational mobility, greater success of the younger rather than older siblings, and economic success due to other than individual effort facilitate smoother negotiations of material inequality and enhance the negotiation of sibling relationships as important sources of support. These new insights on negotiating sibling ties over time are related to various forms of capital, a life course perspective, and ambivalence, and point to fresh avenues for future research and theory. [source] The trouble with issues: The case for intentional framingNEW DIRECTIONS FOR YOUTH DEVELOPMENT, Issue 124 2009Susan Nall Bales Although framing as a process is value neutral, since it can be put to any political, commercial, or ideological purpose, this article shows how it can be used to engage Americans in discussions of public life and how it might be improved. By offering readers a deeper understanding of the pictures in people's heads that often prevent engagement in issues, the author roots framing in a long history of social and cognitive science scholarship that has addressed the impact of mass media on democratic participation. This article argues that intentional framing can serve as an essential corrective to patterns of thinking in American culture that often preclude considerations of context, systems, and policies and instead advantage explanations of individual effort and worth. [source] Increased realism in eyewitness confidence judgements: the effect of dyadic collaborationAPPLIED COGNITIVE PSYCHOLOGY, Issue 5 2003Carl Martin Allwood This study investigated to what extent, and under what circumstances, pair collaboration influences the realism in eyewitness confidence in event memory. The participants first saw a short film clip and then confidence rated their answers to questions on its content. A condition (the Individual,Pair condition) where individual effort preceded pair collaboration showed better calibration compared with a condition (the Simple Pair condition) where no individual effort took place. Furthermore, within the Individual,Pair condition, better calibration, and lower overconfidence, were found in the pair phase compared with the individual phase. The eyewitnesses in the Individual,Pair condition made more realistic judgements of the total number of questions answered correctly. In a control experiment no effect on realism in confidence was found when individuals performed the same task twice. The improved realism in the Individual,Pair condition may partly be explained in terms of the increased accuracy and lowered confidence found for such items where the pair members' had given different answers in the individual phase, and by a risky shift effect for such items where they had given the same answer. Copyright © 2003 John Wiley & Sons, Ltd. [source] Social norms, coordination and collaboration in heterogeneous teamsMANAGERIAL AND DECISION ECONOMICS, Issue 7 2008Marilyne Antonetti This paper considers the coordinating role of social norms in a heterogeneous team of workers. We define an optimal unit of production as a form of organisation involving several teams and members, with the following properties: (i) a social norm operating to coordinate individual efforts; (ii) a team with heterogeneous skills, enabling generation of synergies. Our model suggests that competences of the best worker are transferred to his or her peers. This collaborative process enhances team efficiency but only if there is an implicit ex ante coordinating device based on social norms that discourage free riding. Copyright © 2008 John Wiley & Sons, Ltd. [source] Making Innovation Happen in Organizations: Individual Creativity Mechanisms, Organizational Creativity Mechanisms or Both?THE JOURNAL OF PRODUCT INNOVATION MANAGEMENT, Issue 6 2000Sundar Bharadwaj Marketing managers increasingly face a product innovation dilemma. Managers will have to sell more with fewer new products in an environment where new products are providing lower revenue yields. Therefore, understanding what drives successful innovation is of paramount importance. This paper examines the organizational innovation hypothesis that innovation is a function of individual efforts and organizational systems to facilitate creativity. Our model formulates creativity as a property of thought process that can be acquired and improved through instruction and practice. In this context, individual creativity mechanisms refer to activities undertaken by individual employees within an organization to enhance their capability for developing something, which is meaningful and novel within their work environment. Organizational creativity mechanisms refer to the extent to which the organization has instituted formal approaches and tools, and provided resources to encourage meaningfully novel behaviors within the organization. Using data collected from 634 organizations, we find support for this hypothesis. The results suggest that the presence of both individual and organizational creativity mechanisms led to the highest level of innovation performance. The results also suggest that high levels of organizational creativity mechanisms (even in the presence of low levels of individual creativity) led to significantly superior innovation performance than low levels of organizational and individual creativity mechanisms. The paper also presents managerial and academic implications. This study suggests that it is not enough for organizations to hire creative people and expect the innovation performance of the firm to be superior. Similarly, it is not enough for firms to emphasize management practices to enhance creativity and ignore individual mechanisms. Although it is true that doing either will improve innovation performance, doing both should lead to higher innovation levels. Our understanding of what and how creativity influences innovation performance can be greatly enhanced by additional research that integrates the intrinsic and extrinsic drivers of creativity. Research that examines the role of team creativity efforts in enhancing innovation performance is also vital to an overall improved understanding of creativity, learning, and innovation within organizations. [source] Gender and Emotional Labor in Public Organizations: An Empirical Examination of the Link to PerformancePUBLIC ADMINISTRATION REVIEW, Issue 6 2006Kenneth J. Meier Scholars of public organizations have begun to emphasize emotional labor in studies of gender in the workplace, finding that the skills women bring to organizations are often overlooked and undercompensated even though they play a vital role in the organization. Emotional labor is an individual's effort to present emotions in a way that is desired by the organization. The authors hypothesize that employers with greater emotional labor expectations of their employees will have more effective interactions with clients, better internal relationships, and superior program performance. This article tests the effects of emotional labor in a bureaucratic workforce over time. Multiple regression results show that organizations with more women at the street level have higher overall organizational performance. Additionally, emotional labor contributes to organizational productivity over and above its role in employee turnover and client satisfaction. [source] DELETERIOUS MUTATION AND THE EVOLUTION OF EUSOCIALITYEVOLUTION, Issue 12 2002Joshua L. Cherry Abstract., Certain arguments concerning the evolution of eusociality form a classic example of the application of the principles of kin selection. These arguments center on the different degrees of relatedness of potential beneficiaries of an individual's efforts, for example a female's higher relatedness to her sisters than to her daughters in a haplodiploid system. This type of reasoning is insufficient to account for the evolution and maintainence of sexual reproduction, because parthenogenic females produce offspring that are more closely related to them than are offspring produced sexually. Among the forces invoked to explain sexual reproduction is deleterious mutation. This factor can be shown to favor eusociality as well, because siblings produced by helping carry fewer deleterious alleles on average than would offspring. The strength of this effect depends on the genomewide deleterious mutation rate, U, and on the selection coefficient, s, associated with deleterious alleles. For small s, the effect depends approximately on the product Us. This phenomenon illustrates that an assumption implicit in some analyses,that the relatedness of an individual to an actor is all that matters to its value to that actor,can fail for the evolution of eusociality as it does for the evolution of sex. [source] | |||||||||||||