David Finegold and Brent Keltner explain that changes in requirements for competitive success in the global economy have led political economists to devote greater attention to shifts in corporate strategy and differences in education and training, primarily for production workers, across the industrialized countries.
Working Papers
Research and Insights from the Center for Effective Organizations
Available Content
Empowering Middle Managers to be Transformational Leaders: A Field Study
In this paper, Gretchen Spreitzer and Robert E. Quinn describe a field study of a large scale management development program for a Fortune 100 organization’s population of middle managers designed to stimulate change.
Paying for the Skills, Knowledge, and Competencies of Knowledge Workers
G. Ledford, Jr. defines competency-based pay and relates the definition to the more familiar approach, skill-based pay.
Designing Nimble Reward Systems
G. Ledford, Jr. states that increasingly, pay systems are failing to keep pace with the rapid pace of change in business strategies and organizational structures.
Performance Management and “Running the Business”
This paper by A. Mohrman, Jr. and S. Mohrman enumerates the characteristics of the new approaches to performance management that are arising in response to these problems and that tie directly to running the business.
The New Pay: A Strategic Approach
Ed Lawler III states that the “New Pay” is not alternative pay. It is not skill-based pay, gainsharing or any other specific new pay practice. Indeed, it is not a set of new practices, rather, it is a way of thinking about role pay systems in complex organizations.
Measurement, Evaluation and Reward of Profit Center Managers: A Cross Cultural Field Study
In this study, Kenneth A. Merchant and Chee W. Chow, Anne Wu, explored differences between U.S. and Taiwanese firms in measuring, evaluating and rewarding profit center managers, a subject which has not been addressed in the research literature.
The Contextual Determinants Of Increased Adoption Of Participative Practices In Organizations
Drawing on multiple frameworks, this study by R. Tenkasi, S. Mohrman, G. Ledford, Jr., and E. Lawler III tested longitudinally on a matched set of 130 companies the contextual determinants of increased adoption of participative practices.
Strategic Human Resources Management: An Idea Whose Time Has Come
E. Lawler III states that when training costs and other human resource management costs are added to compensation costs, the human resource management function often is responsible for a large portion of an organizations total expenditures.
On the Integration of Strategy and Human Resources: An Investigation of the Match between Human Resources and Strategy among NCAA Basketball Teams
Patrick M. Wright, Dennis Smart, and Gary C. McMahan examine the relationships among strategy, human resources, and performance among NCAA basketball teams.
Global Change As Contextual Collaborative Knowledge Creation
R. V. Tenkasi and S. Mohrman argue that the traditional models of international technology transfer may be inadequate to represent the complexities involved in effective global change since they rely on an ‘objectivist’ conception of knowledge, that views knowledge as an objective commodity to be transmitted from source to receiver.
Reward Systems That Reinforce Organizational Change
G. Ledford, Jr. and E. Lawler III argue that conventional pay system designs are failing because they are unable to grapple with organizational changes such as globalization, technological change, downsizing, delayering, and new business strategies.