CONFERENCE SCHEDULE

 

WEDNESDAY MAY 10,2000

 

Noon – 6:00             pm      EAM Board of Governors’ Meeting

- Topsfield -

 

6:00 – 7:00 pm        Reception for the EAM Board of Governors

in honor of Eileen Kaplan hosted by the School of Business at Montclair State University

-         Marble Foyer –

-          

7:00 – 8:30   pm      Early Bird Welcome to the EAM “Co-Pay Buffet”

($15.00 charge)

- Ipswich Room -

 

9:00 pm         Conversation and Collegiality

- Essex -

 

        THURSDAY MAY 11TH   

 

8:30 am – Noon      EAM Board of [1]Governors’ Meeting

- Topsfield -

 

8:30 am – 5:30 pm              Registration

- Livingroom -

 

Noon- 1:30 p.m.      Buffet Lunch and Welcoming Address

- North Shore Ballroom A -

 

Noon – 4:15 pm      Exhibitors

- Gloucester A & B -

 

5:30 pm         EAM Distinguished Speaker

- North Shore Ballroom B -

 

6:15 pm         All-EAM Reception

- Livingroom -

 

8:30 pm         Experiential Learning 101: A Teaching Workshop

Marblehead A & B –

 

9:00 pm           Conversation and Collegiality

- Essex -

Thursday

9:00 – 12:00 p.m.

Essex

 

CASE VIP SESSION

Chair: Barry Armandi, College at Old Westbury

Discussants:

John Seeger,

Bentley College

Tim Edlund

Morgan State College

Jim Carroll

Georgian Court College

 

HARLEY-DAVIDSON (A)

Conrad Kasperson, Manny Hondroulis, Quentin Reese, and Leila Sayegh

Franklin & Marshall College

 

Harley-Davidson managers have taken this company from the brink of disaster to one of the world’s most respected success stories.  This case reviews this history and provides information concerning Harley-Davidson’s competitive environment, management philosophy and practices, and performance. It is particularly suited for use in a course on strategic management.

 

TELECOMMUTING TROUBLES

Kellyann Berube Kowalski

University of Massachusetts Dartmouth

Jennifer A. Swanson

Stonehill College

 

Telecommuting Troubles is a case detailing a telecommuting work arrangement of one member of a  product development team.  Difficulties arise as the telecommuter no longer feels an integral part of the team.  The case is designed to allow students to apply and evaluate organizational behavior concepts such as decision-making, motivation, leadership style, and empowerment to an alternative work arrangement.

 

THE ECONOMICS OF HUMAN RIGHTS

Susanna Khavul (with James E. Post and Kenneth J. Hatten)

Boston University

In the global economy, The Economics of Human Rights impacts the economics of  competition between firms and among countries.  Who should be responsible for monitoring geographically dispersed supply chains?  The case asks students to consider human rights as an environmental factor presenting opportunities and risks which they as future managers  will have to resolve.

CDNOW IN THE ONLINE MUSIC BUSINESS
Alan B. Eisner
and
Nicole Belmont
Pace University

CDNow is the largest online retailer of music products. Customers place their orders through the CDNow website and they are fulfilled through Valley Record Distributors. It offers more than 500,000 CDs and music related products and 500,000 sound clips, as well as personalized recommendations and incentive programs.

 

PORTLAND PERMA FLOAT
Thomas Leach, University of New England

The Portland Perma Float case develops the start-up situation for the company.  It is intended for a principles of marketing and /or entrepreneurship class focusing upon the creation of a new niche business in the recreational boating industry. The background of the case sets the scene for the business idea.  The case progresses  allowing the reader to consider: the industry setting, competitive analysis,  manufacturing alternatives and marketing mix strategy.

 

                                               

 

Thursday

1:30 – 3:00 p.m.

Hamilton

 

CREATING CURRICULUM QUICKLY: TWO STORIES AND A CHANCE FOR DIALOG

Chair:  Tom Rossi, Broome Community College

 

Kathy Kane

University of San Francisco

Joe Seltzer

La Salle University

 

Among the hardest things to do in a university is changing the curriculum.  Even new programs often bog down in bureaucracy and internal politics.  Yet the presenters have each had the recent experience of participating in the design of a radically different masters level program with little internal strife and in “record” time.  This symposium/workshop will discuss the features of an accelerated MBA program that moves away from functional areas toward an integrated approach and an MS in Global Management of Technology; jointly developed by an American and a German University with students spending a semester at each.

 

Thursday

1:30 –3:00 p.m.

Essex

 

ENTREPRENEURSHIP IN THE CONTEXT OF HUMAN RIGHTS

Chair:  Kira Kristal Reed, University of Connecticut

 

GOVERNING THE INNOVATION PROCESS IN ENTREPRENEURIAL FIRMS

Gideon Markman

Rensselaer Polytechnic Institute

David B. Balkin

University of Colorado

Leon Schjoedt

University of Colorado

 

The purpose of this paper is to link previous research on governance, entrepreneurship, and innovation, and to propose ways to govern innovation and new product development.  We ask what forms of governance

and incentive systems are best suited to spur and implement innovation among growth oriented entrepreneurial firms.  To answer this question, we postulate that innovation  because it is valuable, scarce, and difficult-to-imitate  is a source of competitive advantage and suggest that its two striking features are information asymmetry and complexity.  Questioning the assumption that entrepreneurs at the growth

stage are the only owners of their young firms or that agency conflicts are negligible, we then propose that information asymmetry and complexity impact the relationships between entrepreneurs and their diverse

stakeholders.  We propose that even at early entrepreneurial stages such as the growth phase, entrepreneurs, members of boards of directors, professional managers, investors, and other stakeholders in the new venture may strive to achieve different, sometimes incongruous, objectives.  Using agency theory and information asymmetry perspective as our theoretical rationale and building on the rich literature on governance we outline eight propositions regarding the governance of entrepreneurial innovation.  Early and effective governance may help to safeguard that entrepreneurs work in alignment with their stakeholders' interests.

 

OLIGOPOLISTIC DISCRIMINATION AND WOMEN BUSINESS OWNERSHIP

Andrea Smith-Hunter

Siena College

 

A number of theories have been advanced to explain the reasons, findings and revelations for differing patterns observed in the area of women and minority business ownership.  The current paper begins with a look at four of the theories that can be applied to business ownership.  These four theories – niches, protected market hypothesis, disadvantage theory and cultural theory – are applied specifically to the area of women and minority business ownership.  The paper ends by introducing a new theory - oligopolistic discrimination, using this theory to explain the statistical distribution of women business owners in various industries.

 

“AT RISK” EXECUTIVE PAY: SHAREHOLDER ENRICHMENT OR SHAREHOLDER DECEPTION?

Joel Rudin

Rowan University

Jooh Lee

Rowan University

 

Several studies suggest that placing executive pay “at risk”, i.e., paying bonuses instead of salary, can align the interests of executives and shareholders.  Another possible explanation for these findings is that executives of profitable companies are willing to accept a larger percentage of their pay in the form of bonuses on the understanding that the bonuses are virtually guaranteed.  We propose an alternate measure of the proportion of executive pay that is truly “at risk”, and hypothesize that our alternative measure will be more weakly related to profitability than previous studies which have classified all non-salary pay as “at risk”.

 

Thursday

1:30 –3:00 p.m.

Ipswich

INFORMATION AND KNOWLEDGE MANAGEMENT

Chair:  James Pappas, University of Massachusetts- Amherst

 

THE EMPEROR'S CHALLENGE:  GETTING PEOPLE TO SHARE WHAT THEY KNOW

Laura Winston

The Clarion Group, Ltd.

Robert Dennehy

Pace University

Sandra Morgan

University of Hartford

 

The story of the Emperor’s New Clothes illustrates the clear distinction between what we know and what we share.  That story has prompted this pioneering paper where we identify the significant enablers of knowledge sharing and build an integrative framework for action.  Using fair process to build trust, capitalizing on mistakes as opportunities for learning, and fostering organizational ownership are significant factors in enhancing knowledge sharing.  But the unique contribution of this paper is the recognition of culture as the key enabler.  Culture includes creating motivation, allocating and allowing time, and staffing for knowledge sharing.

 

KNOWLEDGE ABSORPTION AND NATIONAL INSTITUTIONS: THE ROLE OF CULTURE DURING INNOVATION

Timothy D. Golden

University of Connecticut

 

Research addressing the transferal of knowledge has recently focused on the absorptive capacity and relative absorptive capacity of firms in learning and innovation.  Relatedly, research investigating national culture widely accepts behavioral measures which are based on the notion of cultural differences stemming from variations in the “collective programming of the mind”.  A nation’s institutions can be viewed as important collective influences on each individual’s “programming”, since they impart knowledge about how the world operates.  As a result, this paper proposes that such background institutions impart implicit collective understandings such as social norms, values, and ways of thinking which may predispose individuals to recognize, assimilate, and utilize knowledge in predetermined ways. This relationship is explored within the context of a firm’s innovation activities, where effective knowledge transferal is an integral component.  By focusing on an individual’s absorptive capacity, as dictated by an individual’s nationally bounded cognitive heritage, knowledge absorption is proposed to be limited by implicit understandings inherent within past cultural experiences.  Grounded in socialization theory, national cultural institutions are thus proposed to collectively shape the cognitive thought processes which individuals bring with them to knowledge based processes.

 

THE DEVELOPMENT OF AN INSTRUMENT TO MEASURE FIRMS’ ABSORPTIVE CAPACITY OF NEW TECHNOLOGIES

Qiang Tu

Montclair State University

 

Manufacturers are investing heavily in advanced new technologies in the expectation of gaining technology benefits. However, studies show that many firms have been relatively slow in assimilating new technologies. It has been suggested that the new generation of managerial thinking should emphasize continuous learning capability and flexibility. This capability of a firm to exploit and assimilate knowledge and technology, thus generating effective organizational learning is referred to as the firm’s absorptive capacity. This is one of the first empirical studies to operationalize the construct of absorptive capacity. A valid and reliable measurement instrument was developed through large-scale survey data collection and rigorous statistical validation. The instrument should be a valuable tool to both researchers and practitioners.

 

Thursday

1:30 –3:00 p.m.

Topsfield

 

"TEACHNOLOGY" FOR THE NEW MILLENNIUM

Chair:  Carol Cirka, Neumann College

 

DIGITAL PORTFOLIOS: A CASE FOR INTEGRATION

Anthony F. Chelte

Western New England College

 

Will the Internet have a revolutionary impact on management education?  The integration of technology-driven elements in traditional classroom settings is the focus of this paper.  A brief review of the role of the Internet, technology-driven education, and the need for a new set of assumptions about management education provide the background for the introduction of the digital portfolio.  A course delivery strategy where technology plays an integral role is discussed in detail.  Integrating the student digital portfolio in enhancing educational experiences and outcomes is examined in the context of technology-driven education.  A two-year, eleven-course application of this strategy is presented providing key findings on student perceptions of the effect of technology and digital portfolios in traditional class settings.

 

METAPHORS OF INFORMATION TECHNOLOGY

IN MANAGEMENT EDUCATION

Raquel Benbunan-Fich

Seton Hall University

 

As new and more advanced computer and communication technologies have become available, there have been more possibilities for their integration into management education.  Unfortunately, the pressure to incorporate the latest technologies in the classroom sometimes overshadows systematic efforts to improve the quality of the learning environment. This paper identifies three different models of IT integration: enhancement of content transmission, automation of lecture delivery or student assessment, and communication support in synchronous or asynchronous environments. Each of these approaches is further described by a metaphor: tool, machine and medium, respectively.  The analysis of these metaphors provides new insights on how to improve management education with Information Technology.

 

MBA WORLD WIDE WEB ACTIVITIES: COGNITIVE FLEXIBILITY THEORY AS A FRAMEWORK FOR DESIGNING HYPERTEXT SYSTEMS.

Veronica Godshalk

The Pennsylvania State University – Great Valley

Douglas M. Harvey

Richard Stockton College of New Jersey

 

A project is described in which the content domain of sexual harassment in the workplace is transformed from classroom discussion to interactive World Wide Web activity.  The transition to web-based experiential exercise is based on instructional design theory known as cognitive flexibility.  Cognitive flexibility suggests learners “criss-cross” domain knowledge such that learners understand the interconnection of concepts and how application of these concepts changes with the given situation.  Theoretical rationale for using cognitive flexibility to guide the design of this hypertext system is described, as is the development process and implementation of the system, and the statistical analysis of the resulting assessment of students’ knowledge and understanding of the topic.

 

Thursday

1:30 –3:00 p.m.

Ferncroft

 

EMBRYO CASE DEVELOPMENT WORKSHOP

 

Walk-ins welcome!

Chair: Roy Knaus, William Paterson College

Discussants: Barry Armandi, College at Old Westbury

Jeannette Oppedisano, Skidmore College

Carolyn Stumpf, Georgian Court College

 

Paper: TO SELL OR NOT TO SELL

Herbert Sherman, Long Island University

Thursday

1:30 –3:00 p.m.

Marblehead A

 

Knowing The Learning Organization

Chair:  Cheryl Tromley, Fairfield University

 

REMEMBERING TACIT KNOWLEDGE IN GROUPS

John Meyer

Boston College

Jean Bartunek

Boston College

 

The aim of this paper is to increase understanding of the development and transfer of tacit group memory that contains soft knowledge about the group’s identity.  We explore the processes a group dependent on soft knowledge and faced with high levels of turnover used to pass on and remember soft knowledge about identity and how this knowledge evolved over time. Results indicated that original knowledge about the group’s identity was remembered, but that its meaning evolved in subtle ways that reduced the depth of understanding giving it cliché-like properties.

 

"MANAGEMENT'S ROLE IN MITIGATING INTERPERSONAL OBSTACLES TO DOUBLE-LOOP LEARNING"

Leah Ritchie

Salem State College

 

This paper has three primary purposes: (1) To present the connections between double-loop learning (DLL) and organizational health, (2) to discuss the organizationally inflicted barriers to DLL, and (3) to reflect on the potential role that managers can play in overcoming the said barriers to DLL.  The paper includes a description of and discussion of Argyris’ theoretical framework that describes the processes and behaviors that are involved in DLL.  It also includes a review and discussion of the relevant literature related to the behavioral obstacles of DLL (i.e., ego concerns and defensive behaviors).  Finally, the paper examines ways that managers, through communication practices, can lessen the stronghold that such behavioral and interpersonal barriers can have on employee willingness to engage in double-loop learning.

 

                                               

 

Thursday

3:30 – 5:00

Hamilton

 

ALL IN THE TIMING?  ACADEMIC WOMEN’S PERSONAL AND PROFESIONAL PRIORITIES AND IDENTITITIES AS A FUNCTION OF THE CAREER STAGE AT WHICH MOTHERHOOD OCCURS.

 

Debra R. Comer

Hofstra University

Joan Mahoney

Montclair State University

Susan Stites-Doe

SUNY College at Brockport

Elizabeth A. Cooper

University of Rhode Island

Heidi Vernon

Northeastern University

 

The participants in this symposium became mothers at different stages in their academic careers.  One attained motherhood and full professorship in the same year; a second adopted her sons as a single, tenure-track woman; a third started her doctoral program when her daughters were six and three; a fourth was pregnant the first time while ABD and a second time while up for tenure; and the fifth began graduate school when her children were 11 and 8.  Comparing their experiences can illuminate the impact of the timing of motherhood on academic women’s personal and professional identities and the issues faced at each career stage by those trying to balance motherhood with academia.

 

Thursday

3:30 – 5:00

Essex

 

NETSTRAT:  A WEB-BASED SIMULATION FOR TEACHING BUSINESS STRATEGY

Alan B. Eisner (Chair)

Pace University

 

INTEGRATING BUSINESS THEORY AND NETSTRAT

Joseph M. Pastore, Jr.

Pace University

 

NETSTRAT DEMONSTRATION

Alan B. Eisner & Andrew Varanelli, Jr.

Pace University

 

STUDENT SATISFACTION

Dan Baugher & Andrew Varanelli, Jr.

Pace University

 

This symposium introduces the Netstrat[2] web-based simulation used at Pace University for teaching business technology courses and chronicles our experiences teaching with this new technology.  This new technology creates an interactive environment for students to strategize, budget, plan, forecast, and participate in a business simulation.  This simulation tool is similar to previous generations of strategy simulations, in that for many students this is there first opportunity to actually make decision for an organization from a CEO’s perspective.  However, Netstrat also offers a new interface and interactive forecast capability that makes for a dynamic and inviting learning environment for both students and instructors.  Netstrat is an Internet based management simulation.  It has been used at Pace University for approximately three years to support traditional, case-based instruction in the Business Strategy course at the undergraduate and graduate levels.  It has also been used in Executive MBA and Executive Education settings.  Netstrat offers the ability for four to six simulated firms to compete along with a simulated set of "importers" in the assembly and sale of telecommunications equipment, namely touch-tone, cordless, cellular, and an optional, development stage digital phone.  The degree of competition in the system will vary with each individual simulation depending upon the nature and intensity of strategic deployments among the firms.

 

Thursday

3:30 – 5:00

Ipswich

 

THE HARDEST PART OF PUBLISHING: A WORKSHOP IN WORKING

WITH REVIEWERS:

Anne Huff, University of Colorado, Past President – Academy of Management

Sheila Puffer, Northeastern University, Editor – Academy of Management Executive

Alison Konrad, Temple University, Associate Ed. - Group & Organization Management

 

Experienced and new authors will agree that the post-submission journal process can be nerve wracking.  Misunderstandings with reviewers and editors can become an unwanted exercise in negotiation, power, and disappointment with the “purity” of the research process.  Much of this comes from having to meet the demands of the reviewers and sometimes feels like a tug of war between the author’s integrity and the desire to please the editor/ reviewers in order to…just get published.

A distinguished panel of experienced authors, editors and reviewers will discuss the review process, share insights in how to constructively work with reviewers, and answer questions from participants.

This presentation is part of the Professional Development Track

 

Thursday

3:30 – 5:00

Topsfield

 

THE INTERNATIONAL CONTEXT

Chair:  Carolyn D’Abate, University at Albany-SUNY

 

GLOBALIZATION AND DEMOCRACY: CONSIDERATIONS BEYOND THE BOTTOM LINE

Mzamo P. Mangaliso

University of Massachusetts

Raza A. Mir

Monmouth University

Mary T. Rogers

Framingham State College

 

Economic power, who has it, who wants it, how can they get it or get more of it?  As soon as we talk bottom line within our disciplines and in the field, that's the "bottom line" of the discussion. Democracy narrowly defined as a political process neglects the personal dynamic that drives individuals to sacrifice for that political ideology. Without the hope of  economic power, political power rings hollow. Looking at globalization and its economic effects, we see a growing disparity in the relative economic power of the stakeholders in this scenario. We argue that globalization should not be allowed to proceed without adequate safeguards for all the stakeholders. If the disparity spins out of control, all stakeholders will lose in the ensuing likely chaos. Technology and its resultant compression of time and space drastically change the way our existing institutions can respond to these threats. We submit the beginnings of a new conceptualization of this dynamic to allow the careful examination of the variables involved but more importantly to examine basic underlying assumptions of the existing conceptualization of the globalization process.

THE ROLE OF NATIONAL CULTURE IN TEAM BOUNDARY SPANNING

Timothy D. Golden

University of Connecticut

John F. Veiga

University of Connecticut

 

An important theoretical challenge lies in accommodating national cultures which may posses different behavioral assumptions and preferences from those in which the theory was initially developed.  Boundary spanning activities– behaviors, actions, and influences carried out by a team which link it with the organizational environment – provide the principle means by which critical information about a team’s progress is conveyed to organizational members.  To date, however, boundary spanning theory stems from the experiences of researchers in the United States, in which individuals and teams are assumed to act with typically western cultural mindsets.  In order to be valid in today’s culturally diverse organization, boundary spanning theory must not treat teams as culturally homogeneous entities, but rather must more fully account for the role which diverse national cultures play in determining a team’s boundary spanning strategies.  Hence, this paper provides a more informed understanding of boundary spanning strategies by demonstrating how existing research on national culture can apply.  In essence, it is posited that each team member’s national culture and its associated assumptions and preferences will highly influence the tendencies members bring with them to team activities. These tendencies in turn will influence the team’s eventual strategy regarding whether or not to engage in boundary spanning activities.

 

DOMINANT LOGIC, CULTURAL DIVERSITY AND GLOBAL UNDERSTANDING:

RE-PRESENTING MNCs AS PROCESSUAL ‘SCAPES’ OF EPISTEMIC COMMUNTIES

Jann-Marie Halvorsen

University of Massachusetts at Amherst

 

In the strategy literature, the dominant logic model seeks to explain embedded mental maps, developed experientially, that limit a manager’s ability to cope with strategic variety.  Meanwhile, the international strategy literature interprets global learning as an adaptive, mechanistic vehicle to multinational corporation (MNC) integration and performance improvement.  This paper extends the dominant logic construct to globalization theory and reexamines its applicability within a global understanding framework. Using a perspectival framework of ‘flows’ or ‘scapes’ that inform individuals, global understanding is differentiated from global learning.  Cultural diversity is defined epistemologically, as different ways of understanding versus different ways of doing things. MNCs are reconceptualized as contesting, negotiating processes among epistemic communities.  Artificial boundaries of nation-state are superseded by space, divorced from place, which is determined epistemologically by ways of knowing and understanding.  Theoretical implications significant for the strategy research paradigm are discussed in terms of consensus building and globalizing as ongoing processes.    The structural- and temporal-based theories of the firm are replaced with a unique processual and spatial theoretical framework.  Practical implications are explored from the perspectives of transnationalism and MNC acquisition processes.

 

Thursday

3:30 – 5:00

Ferncroft

 

SERVICE LEARNING IN THE BUSINESS SCHOOL CURRICULUM: OPPORTUNITIES AND CHALLENGES.

Frances M. Amatucci, Symposium Organizer

Salem State College

Marilyn Snyder Bachelder

Babson College

Clarence Cooper

Suffolk University

Joyce Shelleman

Regis College

Joseph R. Stasio, Jr.

Merrimack College

 

Service learning has become an increasingly important part of business school curricula over recent years.  As business management education moves from a passive to a more active and experiential learning process, a proliferation of service learning pedagogies has occurred.  Although the most common is the internship, Small Business Institute (SBI) projects have existed since 1972 when the Small Business Administration began funding the program.  They continue in about 200 schools in the United States, although the SBA discontinued funding in 1995.

 

Thursday

3:30 – 5:00

Marblehead A & B

 

NOMINEES FOR THE BEST EXPERIENTIAL EXERCISE AWARD

Chair: Joe Seltzer, La Salle University

 

HUMPTY DUMPTY’S SPACESHIP CHALLENGE:  A LESSON IN NEGOTIATION & CONFLICT-HANDLING STYLES

Kimberly A. Eddleston

University of Connecticut

 

The purpose of this experiential exercise is to help students understand the issues and obstacles associated with conflict and negotiation. This exercise allows students to experience distributive versus integrative bargaining and gives students the opportunity to practice their negotiation skills.  Through this exercise students learn when to use each conflict-handling style and how effective negotiation tactics can help them succeed in accomplishing their goals.

 

 

GIFTING THE ORGANIZATION: AN EXPERIENTIAL EXERCISE

William Ferris

Western New England College

 

This is an original experiential exercise stemming from a selection from the management theory book Leading with Soul (1995) by Lee Bolman and Terrence Deal.  The book is recommended but not required for the exercise.  Students reflect on the gift they would like to give to the organization of which they are a member, write a short paper or take notes about it, participate in a small group exercise and role play in which they share their gifts, then engage in a large group discussion on the same topic.  All directions and context along with sample of student gifts and reactions to the exercise will be discussed.

 

MAKING GOOD EXPERIENTIAL EXERCISES BETTER THROUGH OUTCOMES ASSESSMENT.

Julie Siciliano

Western New England College

 

This is a mission statement exercise developed for a strategic management course.  It includes a three-part process that incorporates outcomes assessment as part of the exercise.  The in-class team activity is supplemented with pre and post assessment instruments that are individually based and help determine the level of student learning.  Suggestions for improving the exercise are given as result of assessment feedback.

 

                                               

 

Thursday

5:30 –6:30 p.m.

North Shore Ballroom B

 

EAM DISTINGUISHED SPEAKER               ROY ADAMS-

Professor of Industrial Relations (emeritus) McMaster University;  founding member of the Society for the Promotion of Human Rights in Employment whose mission is to promote awareness, understanding and respect for core labor rights as human rights.

 

HUMAN RIGHTS IN EMPLOYMENT: IMPLICATIONS OF THE INTERNATIONAL CONSENSUS FOR MANAGEMENT TEACHING AND PRACTICE

 

Global developments during the 1990s produced a strong international consensus affirming the human rights status of core of labor standards which include the elimination of discrimination, the effective abolition of child labor, the elimination of all forms of forced labor, freedom of association and, in the words of the International Labor Organization's Declaration of Fundamental Principles and Rights at Work, "the effective

recognition of the right to collective bargaining." This consensus is strongly supported by a global coalition of labor unions and non-government organizations focused on human rights and the environment. It was that group, which has popularly come to be called "Civil Society," which was responsible for the disruption of the World Trade Organization meeting in Seattle towards the end of 1999. The emergence of the global consensus and a notable coalition pushing for its effective implementation has significant implications for the teaching and practice of management in North America. In this talk he plans to explore some of the ways that this new phenomenon has already influenced

management practice and pedagogy and speculate on its likely future effect.

 

Thursday

8:15 pm

Marblehead A & B

 

Experiential Learning 101:

Selecting, Designing, and Conducting Experiential Exercises.

An ELA Special Presentation.

Gary N. Powell

University of Connecticut

 

This workshop is intended for both novices and old-timers in the use of experiential learning techniques, as well as individuals who have never used such techniques but would like to learn about them.  It will review the basics involved in selecting, designing, and conducting experiential exercises.  Of course, the session will be conducted in an experiential manner.  It will begin with a familiar exercise, with discussion focusing on what makes the exercise works well and how it may be adapted to achieve different purposes.  The advantages and disadvantages of different types of experiential exercises will then be reviewed.  Finally, all session participants will collaborate in the design of a new exercise to address a topic that the facilitator will introduce, with discussion focusing on how to fit an experiential exercise to a topic.

 

               FRIDAY MAY 12TH       

 

Friday

8:15-9:45

Hamilton

 

IN AND OF THE WORLD

 

SEARCHING FOR RIGOR AND RELEVANCE:  IS THERE A HIGHER GROUND BETWEEN TRADITIONAL AND ACTION RESEARCH?

Dan Twomey

Fairleigh Dickinson University

Joel Harmon

Fairleigh Dickinson University

 

The relevance of our management research has been much criticized, even within our own ranks.  In this session, we will explore whether there is a middle or even higher ground between traditional research, perhaps overburdened with what Karl Weick recently referred to as “heavy tools,” and action-research, high in problem-solving orientation and client involvement but often low in rigor and generalizability.  Can we generate new research models that are both rigorous and relevant; knowledge-generating and problem-solving, in and of the world?  Would such research models be distinguished by “grounded academics” and “practitioner researchers” joined in “symbiotic inquiry”?

 

Friday

8:15-9:45

Essex

 

EVOLUTION TOWARD LEARNING & WORKPLACE COMMUNITY

Chair: Parbudyal Singh, University of New Haven

 

IMPROVING THE QUALITY OF LIFE FOR THE GROWING CARRIS COMMUNITY:  EXPERIENCES IN TRANSITION TO EMPLOYEE-OWNERSHIP AND GOVERNANCE

Cecile G. Betit

&

William H. Carris

CEO - Carris Financial Corporation

Rutland, Vermont

 

The impact of corporations on the life of the average worker is spelled out in many publications.  Many of these bemoan the lack of dignity and participation afforded workers   (Derber, 1998 and Gates, 1998) while others suggest that the role of the modern corporation is  key to social change (Caux Round Table, 1986; Harmon and Horman, 1990; Handy, 1998).   The latter position more aptly characterizes William H. (Bill) Carris’ efforts as he transfers 100% ownership, at below market value through an Employee Stock Ownership Plan (ESOP), of the Carris Financial Corporation (CFC) and its governance to the employees.  The commitment “to teach employees the business,”  underlies the corporate mission of “improving the quality of life for our growing corporate community.”  This dual emphasis implies the centrality of participation, respect, equality and caring as these values are nurtured within the firm’s ongoing efforts to enhance profitability and to apply business savvy in the marketplace. Concepts put forward on participation and change by Greenleaf, Senge, DePree, among others, can be found within the CFC’s transition plan.  The idea of the CFC stakeholder as both inclusive and expansive is exemplified in the goal “to give voice” to employee-owners in the “distribution of wealth and the overall direction of the organization.  At the end of 1999, as 37.4 % owners, employees are learning not only of rewards and responsibilities, but also risks of running this business.

 

Community in the Workplace: developing and testing a measurement instrument

Mark V. Adam

Fairleigh Dickinson University

Gwen E. Jones

Fairleigh Dickinson University

 

The core of any organization is its people.  Recently we have seen the focus of corporate America shift from production efficiency and quality to the customer and the employee.  Organizations that were once viewed as machines with distinct and efficient parts and functions are now being viewed as organic entities, an interdependent ecosystem (Morgan, 1996);  ecosystems in which the internal and external environments play a critical role in the growth and change that take place in that organization.  Taking this metaphor one step further it is possible to view organizations as actual communities where the focus is the care of the employee and the community and the ultimate beneficiary is the customer.  The purpose of this study was to explore the dimensions of community, as advocated by writers on the topic, and develop a scale for the measurement of these dimensions.  To date, much has been written about community but little empirical research has been done on this important topic.  This research was the first step toward identifying dimensions from the literature, developing items and refining the scales.  Sixteen dimensions were extracted from the literature and 94 items were developed.  Survey respondents were 98 working adults from a variety of companies.  Statistical and conceptual analysis resulted in a reliable, seven dimension scale with 63 items.

 

A NEW LOOK AT COGNITIVE DEVELOPMENT: IMPLICATIONS FOR ORGANIZATIONS

Claudia Harris

North Carolina Central University

 

Management researchers often use the concept of cognitive development to aid in explaining employee decision-making. However, the most commonly used model of cognitive development ranks as its highest stage the type of thinking which is appropriate for a bureaucratic organizational form but does not include the type of thinking needed in the current business environment. Human rights considerations, learning organizations, a diverse workforce, and a global economy demand an expanded horizon of thinking. The stages of cognitive development of several researchers are brought together in a proposed new arrangement, and applications to the workplace are drawn.

 

Friday

8:15-9:45

Ipswich

 

E-COMMERCE: A TIM SYMPOSIUM

ELECTRONIC COMMERCE AND THE INTERNET: CHANGING THE WAY WE DO BUSINESS

Alan B. Eisner (chair)

 

This symposium discusses ways in which electronic commerce and the Internet are changing some way that organizations are managed and business is conducted. We will explore the impact of the Internet on select aspects of business management including managing the organizational value chain, industry entry and incumbent firm adaptation, corporation communications, and the management of Internet workers.  In these and other areas of business management practice and theory new opportunities abound.  Further, management scholars need to reexamine the applicability of the pre-online era management theory and literature.

 

Presentation #1: SELLING ONLINE AND DELIVERING THE GOODS

Alan B. Eisner

Pace University

 

Presentation #2: RE-TOOLING THE OPPORTUNITY: THE INFLUENCE OF TECHNOLOGICAL INNOVATION ON NEW FIRM ENTRANCE AND INCUMBENT FIRM ADAPTATION

Robert A. Panco

Baruch College, City University of New York

Helaine J. Korn

Baruch College, City University of New York

 

Presentation #3: COMMUNICATING WITH THE INVESTMENT COMMUNITY: WHEN DO ELECTRONIC COMMUNICATIONS MAKE SENSE?

Jerome C. Kuperman

Moorhead State University

 

Presentation #4: RETOOLING HUMAN RESOURCES WITH ECOMMERCE

Uzoamaka P. Anakwe

Pace University

 

Friday

8:15-9:45

Topsfield

 

CHEATING TEMPTATIONS, REWARDS, AND CAREER PATHS

Chair:  Craig Tunwall, Empire State College at Johnstown

 

EXAMINING THE DECISION PROCESS OF INDIVDUALS FACING THE TEMPTATION TO CHEAT

Rene Metzger

Ryann Scofield

Marisa Wade

Lillian Reese

Bary Barnaby

Richard A. Bernardi

Roger Williams University

 

This research examines the association between attitudes on cheating and cognitive moral development.  We use Rest’s Defining Issues Test (1979) and an adaptation of this test created by the authors.  The sample includes 55 students; 27(28) of these students were Business (Psychology) majors from a large state university.  Psychology majors scored higher than business majors on both the Defining Issues Test and the Attitudes on Cheating scale (ACS).  The major effect disappeared when the sample was separated by gender.  Females’ reasoning process emphasized more considerations at the higher stages of moral development (Kohlberg, 1969; Rest, 1979) that were used on the ACS.

 

MONETARY COST OF NONMONETARY REWARDS: EMPLOYEE STOCK OPTIONS.

Ellie Kreizberg

Bar-Ilan University

Aharon Tziner

Netanya Academic College

Jacob Weisberg

Bar-Ilan University

 

Employee stock options are gaining in popularity as an incentive plan for commercial firms.  Yet, neither theoretical nor empirical work has been published to support the superiority of this scheme over extant theoretical incentive plans such as profit sharing and gain sharing.  This paper examines, from a theoretical perspective, the possible effects on employee motivation of four incentive schemes: merit pay, profit sharing, gain sharing, and employee stock options.  The examination relies on two behavioral theories, Expectancy and Equity and a conceptual financial framework which yields competing predictions as to which of the four schemes can be expected to most enhance employee motivation.

 

IS THE TRADITIONAL CAREER PATH FOR MANAGERS REALLY GONE?

EVIDENCE FROM A LONGITUDINAL STUDY OF MBA’S

Frieda Reitman

Pace University

Joy A Schneer

Rider University

*Nominated for Outstanding Paper Award/ Careers Division, AOM*

The traditional career path for managers involved an uninterrupted climb up the corporate ladder.  As managerial opportunities and security declined due to downsizing and restructuring, researchers presented a new protean career path which required managers to actively pursue their own careers.  This study followed careers of MBAs for thirteen years from early career to later stages of mid-career.  The majority appeared to be on protean paths. However, traditional careers were still apparent for a third of the MBAs.  The MBAs were able to achieve success and satisfaction on both career paths.  Women appeared to fare better on protean paths.

 

Friday

8:15-9:45

Ferncroft

 

A CRITIQUE OF DIVERSITY TRAINING: A G&D SYMPOSIUM

 

HOW DIVERSITY TRAINING LEARNED IT HAD AN ACCENT: A CRITICAL MANAGEMENT THEORY PERSPECTIVE ON DIVERSITY

Carlos B. Gonzalez, Symposium Chair

University of Massachusetts-Amherst

 

The purpose of this symposium is to stimulate the critical assessment of diversity and diversity training within the academic community.  We examine the discourse on diversity and its repercussions for people that are made subjects of diversity training.  Our discussion focuses upon the following theoretical lenses: 1) Cultural Studies,

2) Post-colonial Theory, and 3) Critical Theory.

 

DIVERSITY TRAINING AND THE RECONSTRUCTION OF DIFFERENCE: NOT QUITE “PICTURE PERFECT”

Deborah R. Litvin

Simmons College

 

IMPOSSIBLE CONTRADICTIONS: A CULTURAL STUDIES EXPLORATION OF DIVERSITY TRAINING

Carlos B. Gonzalez

University of Massachusetts-Amherst

 

THE LIMITS OF DIVERSITY: READING MULTINATIONAL CORPORATIONS AS SETTLER COMPANIES

Punya Upadhyaya

Emporia State University

 

Raza Mir

Monmouth University

 

Linda M. Smircich, Symposium Discussant

University of Massachusetts-Amherst

 

Friday

8:15-9:45

Marblehead A

 

NEW EXPERIENTIAL EXERCISES

Chair:  Harry Holt, George Washington University

 

DIVERSITY EXERCISE: OBSERVING DIVERSITY IN POPULAR CULTURE OR MAKING A DIVERSITY COLLAGE

Margaret L. Frank

University of New Haven

Laurel R. Goulet

University of New Haven

Dale M. Finn

University of New Haven

 

As we embark on the new millennium, many of us elect to assess where we are in terms of desirable areas of change.  Much has been written about the demographic shifts experienced in the developed world as we become a more diverse and global community.  This exercise is designed to allow students to conduct personal assessments of the level of diversity in selected segments of popular culture.  In addition to the obvious connections to the study of diversity and marketing, the experience can be particularly useful to faculty teaching organizational behavior, human resource management or general management courses.  The process involves the careful examination and ultimate destruction of a stack of current glossy magazines.  Each participant will conduct a diversity audit of one periodical and will have the opportunity to consider the findings in the context of all items selected and audited by their co-participants.  Through individual and group examination of a variety of popular publications, a rough portrayal of diversity in printed popular culture will become apparent.  Though the content of the images can vary widely, the form will be that of several large-scale collages.

 

JELLYBEANS

Karen Boroff

Seton Hall University

 

The development of students’ competency in teamwork is heavily stressed almost all undergraduate and graduate business programs.  Management and Organizational Behavior textbooks frequently devote chapters on the topic, and many also have end-of-chapter exercises on possible team projects.  This attention is well placed, given the emphasis employers place on working with teams.  “Jellybeans” is an exercise that adds to the existing body of simulations available to instructors.  It is an especially useful exercise if instructors want to underscore the issues associated with managing performance problems on teams, and equip students with tools with which to manage these problems.

 

IDENTIFYING THE SOURCES OF MOTIVATION IN THE POST-GAME PRESS CONFERENCE: AN EXERCISE FOR APPLYING AN INTEGRATIVE TAXONOMY OF MOTIVATION

John E. Barbuto, Jr.

University of Nebraska-Lincoln

 

This exercise provides an interesting application of an integrative taxonomy of motivation.  Students are challenged to identify the sources of motivation driving the behaviors and comments of several individuals associated with a high school league championship game.  Students completing this exercise enhance critical thinking skills and demonstrate their understanding of the construct.

 

                                               

 

Friday

10:15 – 11:45 a.m.

Hamilton

 

LEADERSHIP, PHILANTHROPY, AND ORGAN DONATION

Chair:  Ed. Christensen, Monmouth University

 

A PROPOSED MODEL OF THEORY INTEGRATION: BRIDGING THE GAP BETWEEN INFLUENCE AND LEADERSHIP THEORIES

Steven J. Lorenzet

The University @ Albany (SUNY)

Charles F. Seifert

Siena College

Caroline D’Abate

The University @ Albany (SUNY)

 

Past research in the areas of influence and leadership has provided useful insights into both subjects.  However, research has not sufficiently explored the linkage between these two streams of research.  Moreover, there is a lack of knowledge about the underlying influence processes associated with leadership.  Based on the assumption that there is a connection between leadership and influence, we introduce a taxonomy of influence behaviors based on existing leadership theories.  Specifically, we propose a link between leadership styles (charismatic, transformational, and transactional) and the types of influence processes that are used in connection with those leadership styles.

 

PHYSICIANS AND NURSES: CAN WHAT THEY THINK OF ORGAN DONATION AFFECT OUR RESOURCE DEPENDENCE?

Leslie A. Korb

University at Albany

Liva Jacoby

Albany Medical College

 

An examination of the attitudes of physicians and nurses in the Albany area reveals that attitudes have not changed towards brain death, organ donation, and organ transplantation since 1989-90.  A comparison of medical professional attitudes today with those assessed a decade ago reveal few surprises, and lead the researchers to question, if the attitudes of medical professionals have not changed much in one decade, what then is keeping the public from donating their organs?

 

THE CORPORATE PHILANTHROPY OF AMERICAN BUSINESSES IN CHINA.

Wei He

Boston College

 

The present research proposes that corporate philanthropy is an important means for American businesses to deal with environmental uncertainties and obtain market advantages in China.  It will focus on how American companies’ philanthropic behavior is influenced by the environmental (external) factors in China and their own organizational (internal) factors.

 

Friday

10:15 – 11:45 a.m.

Essex

 

WORKING THE SYSTEM

Chair:  Peter Diplock, Clarkson University

 

NEGOTIATION PEDAGOGY: A MAIEUTIC MODEL OF PROFESSIONAL LEARNING

Pacey Foster

Boston College

 

Over the last 30 years there has been a dramatic growth in the number of negotiation programs taught in business contexts.  Despite this fact, relatively little has been done to articulate the pedagogy underlying these programs.  This paper presents a maieutic theory that has its roots in Socratic teaching methods integrates disparate constructivist educational theories under a unified pedagogical framework.  This maieutic pedagogy provides a theoretical foundation for current negotiation training programs and may be useful in planning and assessing other professional development initiatives.  Suggestions for future research are provided.

 

DIFFERENCES IN NETWORKING BEHAVIORS BETWEEN LINE AND STAFF PERSONNEL:  A SITUATIONAL AND DISPOSITIONAL APPROACH

James Michael

Wagner College

Gary Yukl

State University of New York at Albany

Robert McDonald

State University of New York at Albany

 

Previous studies on networking behaviors have only assessed the effects of situational variables in explaining why managers network.  This field study extends previous research by incorporating dispositional variables as predictors of networking behavior, and by comparing the networking behaviors and dependency patterns of line and staff personnel for different networking targets.  Despite the “strong” situational effects of function and level, the findings show that the need for power was also a significant predictor of networking.  Also, staff personnel engaged in significantly more networking behaviors targeted at peers, junior- and senior-level personnel than line personnel did.  Line personnel, as expected, engaged in significantly more networking behaviors targeted at externals than staff.  This study also uncovered specific behaviors performed by staff and line personnel that were targeted at various entities in and outside the organization.

 

CREATING AND MAINTAINING IMPRESSIONS IN CYBERSPACE: HOW EMPLOYEES CAN ‘GET AHEAD’

Timothy D. Golden

University of Connecticut

 

Organizational scholars studying impression management have typically relied upon the expression and interpretation of physical cues, such as eye contact, voice inflection, and gestures in their study of impression management.  Yet as members of organizations become increasingly separated by both geographic distances and time zones, the growing reliance upon information technology such as electronic mail is changing the nature of member interactions. For the purposes of impression management, present-day electronic mail systems offer the opportunity for behavioral tactics that both simulate and extend those available through traditionally ‘richer’ mediums like telephone or face-to-face exchanges. This ability may be especially important for interactions between a subordinate and supervisor, where impressions created and maintained determine both career and organizational success.  This paper builds upon existing research into impression management and information technology to address the behavioral tactics subordinates employ to create or maintain positive performance assessments from supervisors.  In this way the model provides an important first step towards constructing a more comprehensive theory.

 

Friday

10:15 – 11:45 a.m.

Ipswich

 

MANAGING INNOVATION IN ORGANIZATIONS

Chair:  Mousumi Bhattacharya, Syracuse University

 

HOW INNOVATION OCCURS IN THE RETAIL INDUSTRY: EXAMINING THE ROLE OF LEADERSHIP STYLE AND SOCIAL NETWORK CONNECTIONS

David E. Dudek

University of Massachusetts at Amherst

Thuhang T. Tran

University of Massachusetts at Amherst

 

This paper presents a study which focuses on the process of non-technical creativity and its use by firms to adapt to continuously changing conditions within the retail grocery environment.  Building on previous works by Amabile (1988) and Robinson (1997), this study first addresses the combined roles of organizational contexts and individual characteristics in formulating creative ideas.  However, we highlight the issue that unexpressed ideas that are not transferred to the organization are of no value to the organization.  Therefore, it is also important to understand how organizations can enable an individual's idea to become explicit.  We develop, from case studies of two grocery retailers, a model which provides insights into both the idea-making process within the individual and the transition of the idea to an explicit creative initiative in the organization.  This study closely examines the role of leadership style and social network connections on motivation and information exposure in enabling the innovation process.

 

VASA SYNDROME: LESSONS FOR PRODUCT DEVELOPMENT AND INNOVATION MANAGEMENT

Eric H. Kessler

Pace University

Paul Bierly

James Madison University

Shanthi Gopalakrishnan

New Jersey Institute of Technology

 

In this paper we re-tell the story of the Swedish warship Vasa, the great promise it held, how it was developed, and why it sank.  Lessons of the Vasa (i.e., a product “flop”) are relevant for the strategic management of innovation today, especially breakthrough innovation.  Thus firms are warned firms against falling prey to what we term the “Vasa Syndrome”, a condition when ambition outpaces ability to the extent that capabilities are overextended.  Specifically, ten basic problem areas are derived and discussed as to research base, examples from the Vasa case and recent events, and lessons.

 

PROFITS THROUGH PEOPLE: THE MISSING DIMENSION OF ORGANIZATIONAL AGILITY

Madeline Crocitto

SUNY at Old Westbury

Mohamed Youssef

Norfolk State University

 

Agility can be defined as the process of linking organizational processes and people with advanced technology.  It enhances the organization’s ability to meet the demand for high quality products and services and is, therefore, crucial to organizational competitiveness.

This paper integrates both the production/operations and general management views of organizational agility.  The authors briefly review the literature in both fields and offer a model of four “pillars” representing the contributions of suppliers, organizational members, information technology, and customers to agility.  The emphasis is on the human connections and relationships among these pillars which provide an organization with the responsiveness, speed, and quality necessary to be regarded as an agile organization.

 

Friday

10:15 – 11:45 a.m.

Topsfield

 

CONSIDERATIONS FOR CAREER SUCCESS

Chair:  Susan Bosco, Roger Williams University

 

DETERMINANT OF CAREER SUCCESS AND SATISFACTION: HOW CAREER DETERMINENTS BENEFIT MEN AND WOMEN IN DIFFERENT WAYS.

Kimberly A. Eddleston

University of Connecticut

John F. Veiga

University of Connecticut

Timothy D. Golden

University of Connecticut

David C. Baldridge

University of Connecticut

 

We examined differences in determinants of male and female manager’s career success and satisfaction.  Theoretically-relevant variables associated with demographics, human capital, self-selection, personal motivation and sources of support and conflict were included in this investigation.  Besides demonstrating the differential effects of career success determinants on salary and management level across the sexes, this study showed how salary and management level effect men’s and women’s career satisfaction.  Results demonstrated that predictors of men’s salary were more similar to predictors of women’s management level than they were to women’s salary.  Sources of support and conflict significantly contributed to women’s salary and to both sexes management level and career satisfaction.

 

IMPACT OF FAMILY DEMANDS: ON THE JOB ATTRIBUTE PREFERENCES OF WOMEN AND MEN

Alison M. Konrad

Temple University

Elizabeth Corrigall

The Pennsylvania State University- Wilkes-Barre

 

The relationship between household labor and job attribute preferences was examined using a longitudinal database on MBA students.  Preferences may influence people’s choices about how to divide household labor.  Alternatively, the household division of labor may be relatively fixed and people may modify their preferences to accommodate gender roles.  Structural equation results for women indicated that hours of household labor in year one negatively affected preferences for earnings, benefits and intrinsic aspects in year two.  Women’s hours of household labor and their preferences for flexible hours were also linked.  Household labor was not significantly associated with men’s job attribute preferences.

 

CONSIDERATION, INITIATING STRUCTURE, AND TRANSFORMATIONAL LEADERSHIP: THE ROLE OF GENDER.

Aashiana H. Mulla-Feroze

Tata Administrative Service, India

Venkat R. Krishnan

Xavier Labour Relations Institute, Jamshedpur, India

 

This study looked at the role of gender in consideration, initiating structure, and transformational leadership behaviors in a male-dominated organization. Findings indicate that women perceive themselves to be exhibiting lower levels of consideration and initiating structure than men do. There is however no difference between men and

women when it comes to the four factors of transformational leadership—idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Gender differences in consideration and initiating structure continue to exist even after controlling for transformational leadership. Importance of the basic two-dimensional leadership model (task versus relations) in reducing gender gap is highlighted.

 

Friday

10:15 – 11:45 a.m.

Ferncroft

 

STRATEGIC MANAGEMENT

Chair:  Liz Davis, St. Joseph’s University

 

INDUSTRY POSITIONS AND RESOURCE ENDOWMENT: EFFECTS ON FIRM PERFORMANCE

Hao Ma

Bryant College

An Outstanding Paper Nominee*

 

The IO structural perspective and the resource-based view of the firm are two major perspectives in the field of strategic management that attempt to predict firm performance.  Though both perspectives are typically cast as competing explanations of firm performance, we argue that the two perspectives are also complementary.  This paper offers a theoretical attempt to integrate the two perspectives.  Specifically, three different but related theoretical models are advanced: the independent, the mediation, and the interaction models.  An integrative framework is then proposed.  We argue that the theoretical integration of the structural and the resource based perspectives, and their empirical testing (individually and jointly) will further strategic management’s understanding of the multi-determined phenomenon of firm profitability determination.

 

EXPLORING THE CONTEXTUAL AND INDIVIDUAL LEVEL-FACTORS IN SHARED-MANAGED JOINT VENTURE MANAGEMENT TEAMS

Henry Adobor

Quinnipiac University

 

This article focuses on the management processes in shared-managed joint venture teams. Joint venture management teams are a crucial link between parent firms. To some extent, the performance of a joint venture may depend substantially on the evolution and effectiveness of the management team charged with the day-to-day management of the venture. Despite the recognition of their important role, our understanding of the evolution and performance of joint venture teams as a group remains fairly rudimentary. The paper examines some key joint venture context and personal factors to gain insight into the types of arrangements and processes that make for effectiveness in the venture team. The implications of the model for joint venture management and research are discussed.

 

Friday

10:15 – 11:45 a.m.

MARBLEHEAD A&B

 

PROFITS and PEOPLE:  A CONVERSATION WITH EILEEN FISHER

Susan M. Schor

Pace University

Eileen Fisher

C.E.O. of EILEEN FISHER, INC.

 

Eileen Fisher, CEO and Creative Director of EILEEN FISHER, Inc. will be our guest in a round “table-less” discussion about her efforts to strike a balance between “people and profits.”  EILEEN FISHER, Inc. began in 1984 in Eileen’s home with four garments and has grown very rapidly since then.  Now, it is a $100 million women’s clothing business with 21 retail stores and a wholesale division that sells to major department stores and over 800 specialty stores in the US and Canada.

 

Eileen is deeply committed to comfort, simplicity, elegance and quality both in the clothes she designs and in the work atmosphere of the company.  She states in her management philosophy, “This is our life and we want to enjoy where we work.” Examples of her written management philosophy include “teaming with people, engaging people’s creativity, creating a joyful atmosphere, communicating openly, and being and knowing oneself.”  Through charitable activities and donations, the company supports a variety of humanitarian causes, including women’s health, the environment, family care, education, and homelessness.

 

                                               

 

Friday

2:00 – 3:00p.m.

Hamilton

 

HR ISSUES IN THE BOUNDARYLESS ORGANIZATION

 

CHALLENGES AND ISSUES FOR HR IN THE BOUNDARYLESS ORGANIZATION

John R. Ogilvie

University of Hartford

 

Human Resource  (HR) units have been threatened and challenged like never before.   Should these units continue or should many tasks be outsourced?  To respond to these challenges, HR is developing new roles, structures and orientations.  Although some of the emerging forms address felt needs, they may also have broader ethical considerations.  This synergy session will explore the issues, options and consequences currently facing HR.

 

Friday

2:00 – 3:00p.m.

Essex

 

CONVERGING COMPETITIVE COMPETENCIES

Chair: Theo Peridis, York University

 

THE BATTLE FOR CORPORATE PURPOSE

Omid Nodoushani

University of New Haven

Patricia Nodoushani

University of Hartford

 

In the midst of current debate concerning the field of strategic management, some researchers have advocated a move beyond strategy and to purpose.  Since the corporate purpose is the embodiment of an organization’s reason for existence, recent crisis of confidence in management has profound impacts on the question of corporate purpose.  Historically, corporate managers have seen themselves as professionals in the service of shareholders, the question of corporate purpose ultimately raises serious challenges concerning the role of professional managers and the governance of their corporations.  In this essay, we try to deal with the problem of corporate purpose as a clash of conflicting worldviews regarding the corporation’s reason for existence.

 

CAUSES OF COMPETITITVE ADVANTAGE: A COMPREHENSIVE ASSESSMENT

Hao Ma

Bryant College

 

This paper addresses a central question in strategy research: “Where does competitive advantage come from?”  It coalesces various extant literature on competitive advantage and advances an integrative framework on the causes of competitive advantage.  This framework builds on two major dimensions: whether an advantage arises from within the firm or externally and whether it emerges spontaneously or is gained through deliberate search.  Specific causes are presented within the proposed framework, with a more in-depth survey of competition and cooperation as causes of competitive advantage.

 

Friday

2:00 – 3:00p.m.

Ipswich

 

ENCOURAGING AND FOSTERING ENTREPRENEURIAL INNOVATION IN BIG BUSINESS:  THINK BIG, ACT SMALL.

Moderator:       Eric Kessler, Pace University

 

A conversation with Betty Macknight,  Global Procurement Organization

Vice President, Lucent Technologies

A Special Presentation of the TIM Track

 

In today’s fast paced environment, the “Silicon Valley” mentality and business practice appears to be where the action is, or was.  Bell Labs, Lucent’s R & D unit which created the transistor and the laser, has long been recognized for innovation and creativity.  As Lucent Technologies spun off from AT&T, one of the objectives was to demonstrate entrepreneurial style that would allow Lucent to act like the start-up that it was. Fast, agile, smart; these are the clear criteria for new businesses in the age of technology. However, at the same time, Lucent had to find a way to harness the total innovation capacity that existed within Lucent, not just inside the walls of the Labs.  The creation of Lucent’s New Ventures Group provided that opportunity.

 

That challenge for the New Ventures Group was fostering new businesses.  Of equal importance was the necessity for these ventures to act as role models in this new business environment, for the rest of the $40 billion enterprise.

 

The path for the ventures is not always external as new technologies sometimes find their way back into Lucent’s business portfolio.  Ultimately the criteria is that each "Lucent entrepreneur" must be guided by is commercial viability.   One of the significant benefits of having these tremendous pockets of entrepreneurial activity working inside of Lucent is that we can more easily instill that culture in other elements of the business.

 

Friday

2:00 – 3:00p.m.

Topsfield

 

“STUFF” HAPPENS:  MANAGING PROBLEMS AT WORK

Chair:  Tony Butterfield, University of Massachusetts

 

STRESS: AN EQUITY SENSITIVITY PERSPECTIVE

Deondra S. Conner

Florida State University

Scott C. Douglas

Florida State University

Angela K. Miles

Florida State University

 

This article integrates equity theory and the person-organization fit (PO-fit)

approach to the work stress process to explain why employees differ in their resistance

and reaction to commonly identified workplace stressors. We contend that individual

differences in equity sensitivity result in different assessments of PO-fit and resistance to

workplace stressors. Further, we contend that individual differences in perceptions of control over stressful situations and differences in coping styles will determine whether individuals will attempt to alleviate their stress by cognitive or behavioral mechanisms.

 

ROLE CONFLICT AND AMBIGUITY FOR VOLUNTEERS AND THEIR MANAGERS:  AN EXPLORATION OF ORGANIZATIONAL BEHAVIOR IN AN UNDERSTUDIED CONTEXT

*An Outstanding Paper Nominee*

P. Monique Valcour

Cornell University

 

This paper builds upon the existing literature on role conflict and ambiguity by examining these phenomena in the rarely studied context of a voluntary organization.  Using ethnographic data gathered from a parent cooperative nursery school, I explore how ambiguous and conflicting roles affect the behavioral dynamics of volunteers and their managers.  I argue that volunteer managers function as both managers and service providers to the volunteers they supervise and that the expectations for these two roles conflict with each other, thereby limiting the tools the managers can use to direct the work of volunteers.

 

Friday

2:00 – 3:00p.m.

Ferncroft

 

RELUCTANCE AND RESISTANCE

Chair:  Cynthia Conrad, University of Hartford

 

UNDERSTANDING ORGANIZATIONAL RESISTANCE TO WORKPLACE DIVERSITY:

A CONCEPTUAL EXPLORATION AND CRITIQUE

Anshuman Prasad

University of New Haven

 

Despite the growing urgency of workplace diversity as an important issue, organizations continue to resist diversity in many ways. Conventional explanations of organizational resistance to diversity mostly tend to locate the causes of this problem in lasting stereotypes, misguided perceptions and inadequate employee training programs. Arguing that organizational resistance to workplace diversity may be a much more complex process than realized so far, this paper employs (a) intergroup relations theory, and (b) theories of organizational culture, with a view to developing a deeper understanding of resistance to diversity at the workplace. Finally, the paper concludes with a discussion of implications.

 

RELUCTANCE TO REQUEST ASSISTANCE: WHEN FAMILY-FRIENDLY PROGRAMS MISS THE MARK.

*An Outstanding Paper Nominee*

David C. Baldridge

University of Connecticut

Kimberly A. Eddleston

University of Connecticut

John F. Veiga

University of Connecticut

 

Many organizations have implemented family-friendly programs to meet the needs of today’s diverse workforce.  Researchers have noted employees’ reluctance to use such programs, but no studies have examined factors influencing the willingness to request assistance.  Given that the help-seeking literature suggests that requests for help are proceeded by complex cognitive assessments, it is our contention that factors beyond the usefulness of the assistance, may be influencing the requester’s assessment.  To that end, we utilize the theories of reasoned action, help-seeking, and distributive justice to frame arguments about specific beliefs and situational characteristics that are likely to influence assistance request likelihood.

 

 

Friday

2:00 – 3:00p.m.

Marblehead A

 

EBAY AT EAM:  BIDDING YOUR HUMAN RESOURCES SUCCESS

Jeanie M. Forray

Eastern Connecticut State University

Gayle A. Russell

Eastern Connecticut State University

 

A growing emphasis in human resources involves the link between the strategic objectives of the firm and its human resources.  Because most management scholars have little familiarity with the financial realm, we believe that beginning a dialogue that addresses these connections will enrich the understanding of our colleagues.  Participants will engage in a facilitated auction to build a strategic compilation of human resource capabilities and skills.  A discussion and debrief concludes the session.

Friday

2:00 – 3:00

Marblehead B

 

HUMAN RIGHTS VIOLATIONS IN THE WORKPLACE:

A CONVERSATION WITH COREY SURETT

A special presentation of the Human Rights Track

Bruce W. Warren, Moderator

Simmons College

 

Mr. Corey Surett is an Attorney and the Director of the Wage and Hour Division for the United States Department of Labor in Boston, MA.  He is a frequent panel member for such organizations as the Massachusetts Continuing Legal Education Foundation and is an adjunct faculty member at Simmons College teaching courses in both the Department of Management and the Graduate School of Management.

 

This presentation will include a review of the current status of human rights issues in organizations, frequency and types of violations, and current trends.  The discussion will include opportunity for Q&A as well as suggestions for incorporating this material into the Management curriculum.

 

                                               

 

Friday

3:30 – 5:00 p.m.

Hamilton

 

THE “GOLF” WAR AND ITS AFTERMATH: A CASE STUDY IN BUSINESS AND HUMAN RIGHTS VIOLATIONS"

Chair:  Mark Konrad

 

The panel will present the case of Tepoztlan, Mexico which illustrates how government and business can collude, damaging the environment and violating human rights.  Techniques of effective community opposition and public interest lobbying by first hand participants will be discussed.

 

Claudia Harris (North Carolina Central University) will provide an overview by presenting the advantages and disadvantages of foreign direct investment to a host country and the types of investment  which might be made. She will relate this to the situation in Mexico.

 

Maria Rosas will presents her view of  the facts about the Mexican “Golf War” (1995-1998) as they occurred in Tepoztlan, a town in Morelos Sate, some 80 Km south  Mexico City. For several years the townspeople waged an active and constant campaign in opposition to the building of a golf course and luxury resort in indigenous common tepozteco land that belonged to the National System of Natural Protected Areas. She will

also discuss how the townspeople's grassroots resistance to the golf course achieved their overall goal despite the Mexican Government and American business efforts.

Ms. Rosas believes that the community action that occurred in Tepoztlan is a piece of a deeper and broader movement. Tepoztlan is a shining example of grassroots community opposition as each part of the world discovers its own way to encourage people to defend values, cultural traditions and community rights.

 

Gerardo Demesa will discuss his experience as an Amnesty International Prisoner of Conscience. Mr. Demesa was illegal and unfairly imprisonment as result of his leadership role in the Tepoztlan land reform movement.  He suffered for three years together with two other political prisoners, and he will discuss the role of international support to set them free from jail.

 

Mark Konrad, former public policy analyst/lobbyist for Consumer Advocate Ralph Nader, will discuss his two-year effort beginning in 1996 to build grassroots support in the United States to free Mexican political prisoners, Jose Carrillo Conde, Fortino Mendoza Ortiz and Gerardo Demesa Padilla.  The three men were leaders in a burgeoning land reform movement in Mexico euphemistically known as "The Golf War".

It is believed that Mexican officials jailed the three aforementioned men as a way of derailing their movement's efforts to protest the Jack Nicklaus designed golf course which would consume five time as much water as the entire town of 28,000 could use in a day.  Mr. Konrad will discuss his efforts to bring the plight of the three men

to the collective attention the American public and specifically to

policy makers in Washington, DC.

 

For more information on the Golf War:

http://www.essential.org/monitor/hyper/mm0596.07.html

 

Friday

3:30 – 5:00 p.m.

Essex

 

ETHICS, BELIEFS, AND VALUES

Chair:  Tony Chelte, Western New England College

 

IDEALISTIC AND RELATIVISTIC ETHICAL REASONING IN AMERICAN PRESIDENTIAL DECISION-MAKING

Ronald J. Deluga

Bryant College

 

The purpose of this study was to examine the relationship of American presidential idealistic and relativistic ethical reasoning in momentous decision-making. Using historiometric procedures, 117 student raters measured idealistic and relativistic reasoning in unidentified profiles describing 39 American presidents. Archival sources were used for three measures of critical presidential decision-making including war avoidance, war entry, and great decisions cited. Hierarchical regression analysis generally supported the hypothesis that American presidential relativistic ethical reasoning would be positively associated with momentous decision-making. As predicted, idealistic reasoning was unrelated to pivotal decision-making. It is argued that relativism allows for the contextual considerations and flexibility in judgment necessary for crucial decision-making.

 

WORK VALUES AND ORGANIZATIONAL CITIZENSHIP BEHAVIORS: VALUES THAT WORK FOR EMPLOYEES AND ORGANIZATIONS.

John J. Ryan

King’s College

 

This study examines the relationship between organizational citizenship behaviors (OCB) and the protestant work ethic (PWE).  Analysis of two separate survey data samples (n=100, n=329) support a positive and significant relationship between OCB and two dimensions of the PWE, hard work and independence.  A secondary purpose of this study was to confirm the factor structure of a recently proposed short form, multi-dimensional measure of the PWE (Blau & Ryan, 1997).  Results support the use of a four dimensional PWE measure (hard work, non-leisure, asceticism and independence) as opposed to the traditional one dimension scale.

 

MOVED BY THE SPIRIT: CONTEXTUALIZING WORKPLACE EMPOWERMENT IN AMERICAN SPIRITUAL BELIEFS AND PRACTICES.

Michael Elmes

Worcester Polytechnic Institute

Moinuddin Charles Smith

Hofstra University

 

This paper begins by situating the discourse of workplace empowerment in spiritual beliefs and practices.  Specifically, it discusses the influence that Puritanism, utopianism, and new age thinking have had on current notions of empowerment – what it means to be fully alive and in charge in modern organizations.  The paper then raises questions about the links between empowerment and spirituality in the context of modern organizations dominated by an ideology of control.  It speculates on empowerment as a utopian dream and wonders whether a spiritualized empowerment can be authentic amidst the powerful colonizing forces that exist in modern organizations.

 

Friday

3:30 – 5:00 p.m.

Ipswich

 

A TIM SYMPOSIUM: KNOWLEDGE AND THE MANAGEMENT OF INNOVATION AND TECHNOLOGY

Eric H. Kessler, Chairperson

 

Contributors:

Shanthi Gopalakrishnan                  &         Michael D. Santoro

New Jersey Institute of Technology               Lehigh University

Edward W. Christensen

Monmouth University

Elizabeth A. McCrae

Rutgers University

Paul E. Bierly                                     &         Eric H. Kessler

James Madison University                              Pace University

 

In this symposium, we explore new ways in which the knowledge-based lens can be applied to the management of innovation and technology.  Four papers, two empirical and two conceptual, consider topics in this area.  These papers all address the nexus of knowledge and TIM, but utilize different literatures, methodologies, and levels of analysis.  We also investigate the knowledge-TIM relationship from inter-organizational (knowledge transfer in firm-university and firm-firm strategic alliances) and intra-organizational (constructing networks of advanced technology systems and facilitating knowledge flows between NPD and strategic activities) perspectives.  First, Shanthi Gopalakrishnan and Michael Santoro empirically investigate inter-organizational knowledge transfer between universities and industrial firms (U/I relationships). Specifically, they focus on U/I relationships that facilitate the technology transfer process, i.e., activities related to the continued acquisition, transfer, and assimilation of knowledge underlying new technologies. Second, Ed Christensen addresses the important issue of how firms can respond to the competitive challenges posed by shortening product life cycles and technology dynamism, specifically by using advanced information technologies to better manage knowledge as a strategic asset.  Third, Elizabeth McCrea constructs a multilevel model to assess the “usefulness” of knowledge.  She links an organization’s new product development (NPD) processes with its overarching strategic choice process and addresses the issue of why it is often difficult to facilitate knowledge transfer between these activities.   Fourth, Paul Bierly and Eric Kessler empirically investigate issues associated with knowledge transfer in inter-organizational partnerships, focusing specifically on the fundamental knowledge embodied in the product development process.

 

Friday

3:30 – 5:00 p.m.

Topsfield

 

THE ART & SCENCE OF USING THE CASE METHOD:

A CASE TEACHING WORKSHOP

Chair: dt ogilvie, Rutgers University

Presenters:

Joe Wolfe

University of Tulsa

Jack McCarthy

Boston University)

 

Friday

3:30 – 5:00 p.m.

Ferncroft

 

TEACHING SO STUDENTS CARE: FROM STATISTICS TO SPIRITUALITY

Chair:  D.Kent Zimmerman, James Madison University

 

MANAGEMENT EDUCATION AND THE HUMANITIES

Michael Harvey

Washington College

 

This paper considers some links between business management education and the liberal arts and humanities.  First, the paper surveys the content of a typical management curriculum, suggesting some resonances with a Liberal-arts-based humanities perspective.  Second, the paper gets specific, presenting a managerial reading of the story of Moses.  The reading suggests how business students can learn from non-traditional texts; it also suggests that a managerial analysis may prove of interest to scholars and students in other fields.  In fine, the field of business management studies ought to be understood as a full-fledged partner in the Liberal arts community.

 

MEANING AND INTERPRETATION IN STATISTICS: USING STUDENT SURVEY DATA

*An Outstanding Paper Nominee*

 

Diana Stork

University of Massachusetts - Dartmouth

Audrey Glassman

University of Massachusetts - Dartmouth

 

Prior research suggests that students hold two seemingly inconsistent attitudes/beliefs about statistics.  The first is that statistical analyses are useful and important in the business world.  The second is that statistics courses are boring and anxiety-provoking.

We decided to tackle this problem in our business statistics course.   We wanted an approach that would engage students and sustain their interest over time, even in a large lecture class.  We wanted to emphasize conceptual understanding and interpretation of output rather than statistical computation.  We decided that using real data about our real students would keep their attention over time.  Thus, the student survey project was begun.  We designed a survey to collect a wide range of data from students on the first day of class.  The instrument and the student data became the starting points for discussions about data collection and data analysis and for demonstrations of statistical procedures.  Throughout the course, we asked questions related to the survey data.  We explained why we chose particular statistical techniques to help us answer our questions.  We demonstrated the analyses and interpreted results.   Students also had the opportunity to work with the data and do analyses on their own.  This paper describes the student survey instrument and how it was used in class.  We provide demographic information about our students, sample items from the survey, and we illustrate several methods of data analysis using the survey data.

 

DEBRIEFING SERVICE PROJECTS: AWAKENING STUDENTS' SPIRITUALITY

Stanley Bazan

Western Connecticut State University

K. Gregory Jin,

Western Connecticut State University

Frederick E. Tesch

Western Connecticut State University

 

Service projects are frequently used to provide students with experiential

learning that goes beyond content to include social, ethical, and personal

factors.  An extension of the student service project is reported.

Specifically, attention to debriefing student service projects effectively was

used to provide students a context for understanding their experience.

Debriefings can then be a springboard to spiritual discovery and development

for the student, providing them an opportunity to discover and explore the

spiritual dimension of their work and its outcomes.

 

Friday

3:30 – 5:00 p.m.

Marblehead A

 

TEACHING STRATEGY & SYSTEMS USING EXPERIENTIAL EXERCISES

Chair:  Joan Weiner, Drexel University

 

A CROSS-CULTURAL EXPERIENTIAL EXERCISE FOR COLLABORATIVE LEARNING: a STRATEGIC MANAGEMENT APPROACH TO CORPORATE SPORT SPONSORSHIPS

Ned S. Schwartz

Western New England College

Sharianne Walker

Western New England College

 

This experiential class exercise was developed pursuant to the needs of two factors, namely the requirements of a revised college/university mission and a need for effective management evaluation mechanisms for measuring the appropriateness of corporate sport sponsorships.  Newly developed mission criteria emphasize collaboration between and among academic departments and schools, integration of curriculum and effective learning (as opposed to teaching).  These goals are currently being advanced by AACSB initiatives.  This cross-management exercise was designed to act as a prototype for encouraging collaborative efforts between departments and schools and to enhance the students’ learning for both sport management and strategic management students through the application of strategic management theories to the emerging specialization of Sport Management.

 

KNOT SQUARE IS COOL: AN EXERCISE REFLECTING INSIGHT FROM SYSTEMS CONCEPTS

Mary G. Trefry

Sacred Heart University

 

This experiential activity can stimulate discussion of organizations as open systems, managerial implications of systems concepts, as well as more traditional group process issues.  Students participate as employees of the Knot Square Is Cool Company.  In factory teams they create rope artwork during two production periods.  During the exercise the students must respond to changing environmental circumstances and internal organizational problems. Information on how the exercise can be debriefed includes key characteristics of systems and how these are illustrated in the exercise.  Practical implications of systems concepts for managing organizations are also discussed.

 

Friday

3:30 – 5:00 p.m.

Marblehead B

 

THE ACADEMIC JOURNEY REVISITED - BEYOND THE HOLLOWED WALLS:

NON-ACADEMIC TRAVELS FOLLOWING AN ACADEMIC EDUCATION

Moderators:

Theodore D. Peters

University of New Hampshire

Bonita Betters-Reed

Simmons College

 

Participants:

Judith Gordon

Boston College

Judi Neal

University of New Haven

Jeannette Oppedisano

Private Consultant

Daniel Twomey

Fairleigh Dickinson University

 

The “Academic Journey” is most often portrayed as occurring within the “Hallowed Halls” of college and university settings, yet this education and journey can also encompass a variety of alternative pathways.  Therefore, as an extension of the EAM1999 symposium, “Sustaining the Academic Journey,” which looked generally within the academy, this symposium will present the education and journey as a "platform for meaningful linkages."

 

Some of the panel participants are leaving traditional academic institutions and looking for alternative academic and practitioner work elsewhere, some are challenging the traditional dichotomy of academic and practitioner by focusing at the interface of both arenas, while others are struggling with how to reconcile being a "different model" within the walls and thereby casting a wider net for a more meaningful professional identity.

 

The panel, whose academic positions are a platform, not a definition, will discuss what leads them away from a "traditional" academic career, how they chose to do what they do, and how they make it work for them.  After these initial insights, the discussion would be opened for interactive questions and comments from the audience.

 

Thus the goal of the symposium is to challenge the conventional, “in the box” academy doxology.  By presenting career and activity alternatives that address the academic journey as an entrepreneurial enterprise, attendees will be encouraged to look “beyond the walls” for diverse satisfactions and contributions apart from the traditional model

This presentation is part of the Professional Development Track

 

         SATURDAY MAY 13TH               

 

Saturday

8:45 – 10:15 a.m.

Hamilton

 

HUMAN RIGHTS IN THE CLASSROOM:  TEACHING & EMOTIONAL INTELLIGENCE

Chair: Jane Parent, UMASS-Amherst

 

Jerry Biberman

University of Scranton

Robert L. McKeage

University of Scranton

 

The proposed workshop will focus on the aspect of human rights in organizations that is concerned with the ways in which individuals and groups handle and express their feelings as they interact with each other and grow within their organizations - namely, their emotional intelligence.  Workshop participants will discuss the extent to which

they attempt to teach emotional intelligence in their classes, and specific methods they use in doing so -  including the extent to which they as teachers model emotional intelligence and self disclosure, and the boundaries they set in doing so.

 

Saturday

8:45 – 10:15 a.m.

Essex

 

IMPROVING THE HR PROCESS:   TRADITIONAL BIASES AND NEW AGE EMPLOYEES

Chair:  Kathleen L. Pereles, Rutgers University- Camden

 

WHAT YOU KNOW AND HOW YOU SHOW IT: THE IMPACT OF RESUME QUALITY AND INTERVIEW SKILLS ON APPLICANT ASSESSMENT.

Caren B. Goldberg

The George Washington University

Debra J, Cohen

The George Washington University

 

The purpose of this study was to investigate how interviewing skills affect recruiters’ assessments of applicants.  We predicted and found that interviewing skills would be more important than objective qualifications.  Further, verbal and nonverbal skills had a similar impact on recruiters’ assessments.  Finally, we predicted that rational verbal skills would be more important for females than for males and that nonverbal skills will have a greater impact for males than for females.  The latter was supported while the former was not.

 

CAN A BIAS LOSE WEIGHT?  STRUCTURED INTERVIEWS ON THE BIAS AGAINST OVERWEIGHT JOB APPLICANTS.

Eugene J. Kutcher

Montclair State University

Jennifer Bragger

Montclair State University

 

While research has supported the structured selection interview’s advantage in terms of inter-rater consistency and predictive validity, there has been little investigation into its ability to mitigate the effects of nonverbal cues and subjective biases.  The current study examined the interaction of three levels of interview structure and the discrimination bias against overweight job applicants on interview scores.  Participants watched videotaped scenarios, where one actress was variably costumed to represent a normal weight and overweight job applicant.  Results supported the bias against overweight job applicants, and demonstrated how varying applications of structuring elements has corresponding impacts on the interview’s effectiveness.

 

THE NEW AGE EMPLOYEE: AN EXPLORATION OF CHANGING EMPLOYEE-ORGANIZATION RELATIONS.

Joseph B. Mosca

Monmouth University

Raza Mir

Monmouth University

 

In this paper, we examine the employee-organization relationship in the current corporate landscape.  “New age employees” have substantially different expectations from organizations, stemming from their own articulateness about their career goals as well as mistrust or organizational loyalty in the aftermath of the recent waves of organizational downsizing.  We explore the changing employee-organization relationship through the theoretical lens of organizational commitment, advance a series of propositions about the commitment levels of new age employees and offer a framework to assist HR managers in their attempts to recruit, train and retain the new age employee.

 

Saturday

8:45 – 10:15 a.m.

Ipswich

 

Halls of Shame: Migrant Workers of the Information Economy

 

This is a 30-minute documentary on the situation of adjunct faculty teaching in America’s colleges and universities.  Their low pay at piece rate, lack of benefits, and lack of job security make these professionals more like migrant farm workers than members of academe.  As the EAM considers issues of workplace justice, it seems fitting to think about our own profession.

Commentary and Discussion to follow.

 

                                               

 

Saturday

1:30 p.m.

Marblehead A

DOCTORAL CONSORTIUM

Coordinator: Michael Kavanagh, The University of Albany, SUNY

The consortium is open to all doctoral students and represents an opportunity for doctoral students to discuss career issues, gain insight into maintaining academic work-life balance, and to learn from senior faculty.  Space may be limited so pre-registration with the coordinator is suggested.  Contact Mickey Kavanagh at (518) 442-4956 or by email at: mjk04@cnsibm.albany.edu

 

Presenters Include:

Judy Gordon, Boston College

Tony Butterfield, Univrsity of Masachusetts – Amherst

 


[1] Denotes Session Time Change             Shows Day Change

[2] Netstrat was developed by Centre d'études en administration internationale (CETAI), École des Hautes Études Commerciales, Montréal, Canada.