Articles scientifiques

A Cross-National Investigation of Incentive Sales Compensation

M. SEGALLA, D. ROUZIES, M. Besson, B. Weitz

International Journal of Research in Marketing

décembre 2006, vol. 23, n°4, pp.419-433

Départements : Management et Ressources Humaines, GREGHEC (CNRS), Marketing


Why do managers choose one sales compensation form rather than another? Theoretical answers typically focus on the type of plans managers should design, not on the factors that managers actually consider. Managers from various national origins pursue and weigh objectives through experience in a way that theoretical models may not capture. Incorporating conceptualizations from a wide range of disciplines, we specify a model examining the influence of cultural factors on sales compensation decisions of managers (incentive vs. fixed pay and parity vs. equity allocation). The model, tested with data collected from bank managers across six European countries, illustrates the importance of considering national culture when designing sales force compensation policies applied across multiple countries. We also find evidence that most European bank managers accept incentive pay to motivate salespeople but, perhaps paradoxically, overwhelmingly reject equity allocations to achieve control and parity. We discuss the implications of our findings for research on international governance systems and the diffusion of sales force management practices Keywords: Distributive justice; Compensation; Performance pay; Sales force management; National culture

Adoption and appropriation: towards a new theoretical framework. An exploratory research on mobile technologies in French companies

H. Isaac, C.-H. BESSEYRE DES HORTS, A. Leclercq

Systèmes d'Information et Management

2006, vol. 11, n°2

Départements : Management et Ressources Humaines, GREGHEC (CNRS)


L'objectif de cette recherche est de proposer un modèle alternatif qui dépasse les approches classiques de l'adoption et de l'appropriation. En effet, les approches théoriques de l'appropriation ignorent souvent la question de l'adoption des technologies par les individus. Or, les technologies mobiles sont utilisées dans la sphère privée et les individus possèdent souvent une expérience antérieure à leur utilisation dans le cadre professionnel. Par conséquent l'analyse de l'adoption et de l'appropriation au sein des organisations devrait intégrer l'analyse de l'adoption au niveau individuel. Cette recherche tente d'identifier dans une perspective exploratoire, au travers de 76 entretiens semi-directifs centrés auprès de managers dans huit entreprises françaises. L'analyse empirique met en évidence une influence certaine des logiques d'adoption individuelles sur les différentes formes d'appropriation organisationnelle. Un modèle théorique combinant l'adoption et l'appropriation est proposé en conclusion. MOTS CLEAdoption, Appropriation, Technologies mobiles, Téléphone mobile, Ordinateur portable.

Are members of low status groups perceived as bad, or badly off? Egalitarian negative associations and automatic prejudice

E. L. UHLMANN, V. Brescoll, E. Paluck

Journal of Experimental Social Psychology

juillet 2006, vol. 42, n°4, pp.491-499

Départements : Management et Ressources Humaines


Three studies explored the hypothesis that implicit measures of prejudice can tap negative, yet egalitarian associations. In Study 1, automatically associating African Americans with oppression predicted greater automatic prejudice. In Studies 2 and 3, classically conditioning associations between the novel group Noffians and words like oppressed, maltreated, and victimized led to greater automatic prejudice against Noffians. Results suggest that White Americans' negative automatic associations with African Americans may partly result from associating members of low status groups with unfair circumstances. Because automatic associations predict prejudiced behaviors, the burden of proof is on those wishing to argue that egalitarian negative associations complicate the assessment of automatic attitudes rather than contribute to prejudiced responses. Discussion focuses on the implications of egalitarian negative associations for the theory and measurement of automatic prejudice.

Bringing out charisma: CEO charisma and external stakeholders

V. Misangyi, A. FANELLI

Academy of Management Review

octobre 2006, vol. 31, n°4, pp.1049-1061

Départements : Management et Ressources Humaines


We present a theory detailing the processes through which CEO charisma affects outside organizational participants. In order to reach this aim, the model extends the range of current theory beyond internal organizational members, linking charismatic CEOs to those outsiders key to organizational effectiveness: institutional intermediaries and external stakeholders. Several implications suggested by this framework are discussed to facilitate future research in this area*CAPITALISTS & financiers*CHIEF executive officers*INDUSTRIAL efficiency*ORGANIZATION*ORGANIZATIONAL effectiveness*ORGANIZATIONAL sociology*STAKEHOLDERSFORECASTING -- Study & teaching

Capabilities as Marketable Assets: a proposal for a functional categorization

K. Blois, R. RAMIREZ

Industrial Marketing Management

novembre 2006, vol. 35, n°8, pp.1027-1031

Départements : Management et Ressources Humaines

Mots clés : Capabilities, Assets, Value creation


While it is through creating and marketing products that firms achieve success, there are also significant opportunities for them to create value by exploiting the capabilities they utilize in creating products. However, seeing capabilities in this light demands new ways of thinking about product markets and marketing policies

Contacts  

Département Management et Ressources Humaines

Campus HEC Paris
1, rue de la Libération
78351 Jouy-en-Josas cedex
France

Faculté  

Roxana BARBULESCU

Management et Ressources Humaines (GREGHEC)

Voir le CV

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