Academy of Management 2011 Annual Meeting: Selected Symposia
August 1, 2011
For more information, contact: Benjamin Haimowitz, HHaimowitz@aol.com
ACADEMY OF MANAGEMENT 2011 ANNUAL MEETING
SAN ANTONIO, TEXAS
444 West Meets East: Lessons from Sports -- from poaching athletes to brain drain
Sunday, Aug. 14, 1:10-2:40, San Antonio Convention Center: Room 008A
As part of the theme of the 2011 meeting, "West Meets East," this symposium views this subject through the lens of sports. Among the presenters, Rosalie Tung of Simon Fraser University will discuss how concepts in the international competition for creative talent, like "brain drain," "brain circulation," and "brain gain," are related to parallel concepts in sports. Because poaching of top athletes, particularly in high-profile competitions like the Olympics, has been going on for some time, a body of knowledge has grown that can be helpful in understanding the current worldwide competition for creative talent. Prof. Tung's presentation will explore the similarities and differences between athlete migration and brainpower circulation and the lessons each has to offer in understanding the other. In another presentation, professors from the University of Michigan and the University of Victoria will address the effects of introducing nonsport elements (e.g., music, cheerleaders, contests, t-shirt flinging) into sports events and how this growing trend in the West reflects cultural differences with the East.
510 West Meets East: Innovation Management Practices in India -- human capital is key
Sunday, Aug. 14, 4:30-6:00, San Antonio Convention Center: Room 006D
Professors from Wharton, Harvard and Nanyang Technological University explore the factors contributing to the tremendous recent economic growth of India, including an expansion of 9% last year. Key to this growth has been a great improvement of the country's human capital, so that Indian companies can compete successfully in global markets. Thus, the leading Indian corporations implement sophisticated practices to a considerably greater extent than their U.S. counterparts do in career development, training, and performance evaluation. Further, top executives are engaged substantially in developing human capital as a key part of their agenda -- an objective that, in stark contrast to the state of affairs in the U.S., they rate higher than financial performance in importance.
673 New Research on Unethical Work Behavior: Misdeeds via Moral Disengagement
Monday, Aug. 15, 8:00-9:30 a.m., Marriott Rivercenter: Salon M
With skepticism rampant about the state of business ethics, this symposium probes the causes and consequences of unethical decisions and behaviors in the corporate world. In one study, researchers from Cornell and Harvard investigate how common leadership initiatives that are open to interpretation by followers can result in unethical actions via moral disengagement, a process by which people are able to act unethically without apparent guilt or censure. . For example, in response to hard-to-reach sales quotas, salespeople may find illicit ways to access restricted information about leads, all the while viewing such initiatives as "creative" or "resourceful." Or, if a leader tasks an assistant with keeping an important client happy during a visit, the subordinate might resort to inappropriate gifts or kickbacks.
706 Navigating Gendered Landscapes: How and When Should Women Negotiate?
Monday, Aug. 15, 9:45-11:15, Grand Hyatt: Presidio A
While women may gain economically by being less accommodating and more competitive in negotiations, this may result in social costs, such as being perceived as pushy and demanding. This symposium examines the broad context within which negotiations take place with the goal of improved understanding of when and how women can negotiate without incurring excessive social or economic costs. According to one presentation, women most clearly erode trust when they use a competitive strategy in their negotiations with other women. In contrast, when they negotiate with men, perceptions of their trustworthiness are not affected by whether they adopt an accommodating or competitive strategy, even though men are more willing to sanction female negotiators who compete than those who accommodate
808 Hierarchy and Moral Behavior in Firms: Too Much Punishment or None at All
Monday, Aug. 15, 11:30-1:00, Grand Hyatt: Bonham C
Rupert Murdoch take note. Research from Washington University of St. Louis finds that low-status employees are more likely than high-status employees to feel that their standing is threatened by a transgression and are thus more likely to punish perpetrators severely. But professors from Stanford and USC will report that high-powered individuals perceive less ambiguity in moral issues than people of lower rank do and that this heightened sense of moral clarity can lead them to punish transgressions too severely.Thus the paradox that higher rank decreases an individual's psychological need to punish transgressions at the same time that it impedes understanding of complex moral issues, a combination that increases the likelihood that higher executives' response to misdeeds will be one of two unsatisfactory alternatives -- excessive punishment or none at all.
912 West Meets East: Bottom of the Pyramid Approach Fails to Deliver
Monday, Aug. 15, 1:15 - 2:45, Marriott Rivercenter: Salon L
The Bottom of the Pyramid approach to economic development, primarily associated with the late C. K. Prahalad of the University of Michigan, argues that the poor of developing countries collectively represent a huge underserved market that presents a potential win-win situation for the poor and the corporate world alike. Despite enthusiastic advocacy by prominent management scholars and endorsement by big multinationals, the panelists in this symposium, moderated by Nilima Gulrajani of the London School of Economics, argue that BoP has failed to deliver its promise of a market-driven solution to poverty. The symposium addresses what has become the central question about BoP: Should the concept be abandoned or can it be reformed so that business can play a positive role in international development?
1070 Looking for Love in all the Workplaces: Job Love is not Forever
Monday, Aug. 15, 3:00 - 4:30, Grand Hyatt: SeguinB
This symposium, organized by Connie Noonan Hadley of Harvard University, provides a state-of-the-art overview on what it means to love a job or feel passion for work and what factors both contribute to and stem from it .A study involving graduates of six top-tier business schools finds that even though many of the participants reported loving their jobs a few years after business school, most of them had lost that love six years later. In fact, only about 37% of the original job lovers still loved their jobs at Time 2, although about 18% of those who did not love their jobs at Time 1 did love them at Time 2.. Overall, increased love was associated with working at prosperous organizations and performing jobs involving variety and autonomy, but was not associated with either income or income growth.
1403 Shifting Power and the U.S. Employment Relationship: Diversity Undercuts Unions
Tuesday, Aug. 16, 9:45-11:15, San Antonio Convention Center: 206B
Organized by professors from the University of Michigan and Penn State University, this symposium probes the influence that such major actors as trade unions and investors have had on employment practices and how changes in employment practices reflect changes in their relative power. The research explores how the changing demographic composition of the workforce has worked to alter the balance of power, with preliminary findings suggesting 1) that unions are increasingly likely to give up on problematic elections the more women or African-Americans are represented in workforces and 2) that, in general, diversity reduces the likelihood that workers will vote for a union.
1467 Research on Abusive Supervision: How Being Abusive Can Pay Off
Tuesday, Aug. 16, 11:30 - 1:30
Abusive supervision, including yelling at subordinates, dwelling on subordinates' past failures, and discussing subordinates' performance with other workers in a negative way, is estimated to cost more than $23 billion in the United States in terms of increased health-care costs, absenteeism and lost productivity. Among new research to be reported in this symposium is a study that explores the possibility that supervisors behave abusively because it benefits them to do so. Research involving 942 employees in a variety of organizations finds that abusive supervisors are rated as more promotable by their bosses than their less abusive peers, even though the bosses appear to recognize the abusers' low level of performance.
1614 The Future of Management and Social Media: Full Speed Ahead
Tuesday, Aug. 16, 3:00-4:30, San Antonio Convention Center: Room 206A
Academics join panelists from the U.S. Army and Intel in a symposium based on the proposition that the use of social networks by companies is not just a fad but a trend destined to grow in importance as the technology advances and increasingly becomes part of people's everyday lives. Major organizations now using the sites in major ways include the Army and McDonald's, which employ it to connect with workers, potential applicants, and the general public. Among subjects for discussion by the panel: How social media sites will alter people's ability to keep private and public lives separate and how they will radically change the way employees communicate within teams, build personal and professional relationships with co-workers, and interact with customers.