<p> The problem addressed in this study is that the recency of the social media phenomena created a research gap in terms of understanding how companies exploit various social media platforms for marketing purposes and measure the effectiveness of their social media marketing campaigns. Thus, there is a need for increased understanding of the effectiveness of social media marketing techniques. <i>Social media marketing</i> is defined as the blending of sociology and technology as a means to change marketing efforts from a monologue to a dialogue. The purpose of this study was to determine, based on research participants' perceptions, the reasons that select organizations use social media marketing, the different social media marketing strategies that companies utilized, and the perceived effect of social media marketing on revenue generation. In particular, the research questions concerned whether social media marketing had its own specific social metrics, and the study investigated the evolution of social media marketing and the benefits that social media brings to traditional marketing approaches. The overall research design employed semi-structured, in-depth, individual interviews with seven executives in regard to their use of social media marketing and its role as part of an integrated marketing approach. Commonalities in the interview data were color coded and analyzed, and field notes, verbatim transcriptions, and member checks were used to triangulate the data. The results of the study generated three specific categories: engagement with customers, the essence of social media presence, and communication by choice. Knowledge in each of these categories provides companies with a deeper understanding of the social consumer and enhances the value of social media marketing in terms of competitiveness. Specifically, based on such knowledge, companies have a greater ability to target qualified leads as well as to improve the conversion rate of those leads. Finally, they have a means to determine how their social media marketing efforts contributed to the overall revenue generated. </p>

<p> This study explored relationships between national culture and generalized disposition to trust. Cultural differences were assessed using Hofstede&rsquo;s (2001) dimensions of national culture: power distance (PDI), individualism (IDV), masculinity (MAS) and uncertainty avoidance (UAI). Trust was operationalized as four disaggregated subconstructs in McKnight, et al.,&rsquo;s (2002) foundations of trust model: generalized benevolence belief (GBB), generalized integrity belief (GIB), generalized competence belief (GCB) and trusting stance. The research question considered whether generalized disposition to trust is a culture bound construct or a function of individual difference. Surveys were administered to graduate business students in Poland, United States, and Uruguay between May and September 2012. A levels-of-analysis approach utilized qualitative analysis to explore relationships across country borders; quantitative, individual-level analysis to explore relationships within specific countries. Significant differences were found among the three countries on all four dimensions of culture and three trust subconstructs. Comparisons of national culture to disaggregated dimensions of trust revealed a complex pattern of relationships: PDI and MAS showed negative relationships with GIB and positive relationships with GCB. IDV had a negative relationship with GCB. UAI revealed negative relationships with both GBB and GIB. PDI displayed a negative relationship with GBB among Uruguayan students and a positive relationship with TS among Polish students. UAI showed a negative relationship with three dimensions of trust (GBB, GIB and GCB) among Uruguayan students. Findings suggest elements of trust may be differentially bound to national culture and individual difference, with relationships dependent upon the cultural dimension, trust subconstructs and method of analysis.</p>

<p> The first timeshare resorts were created in the 1960s. Since then, the concept of vacation timesharing has spread around the world. Despite significant growth in the last 30 years, little academic research exists concerning the competencies required to manage timeshare resorts. This study provides new perspective on competency domain clusters within the timeshare industry. Three hundred thirty one property-level timeshare managers were asked to rate the importance and frequency of use of each competency domain cluster. The data gathered from the survey reveals a relationship between the types of resort a manager manages and the importance and frequency ratings of each competency's domain cluster. Further, a surprising result was the discovery of a lack of industry certification among the respondents. These results may be useful in training and development strategies for timeshare resort managers.</p>

<p> This mixed-methods study examined the impact of forming a family council on family owners' knowledge, commitment, and stewardship within a single family business. Data were gathered from six of the eight owners using survey and dialogue methods. The study provided evidence that family council interventions can indeed provide opportunities for family members to address unresolved family tensions and empower owners to work together productively. The intervention (a) helped members establish a strong foundation for future operation of the family council, (b) engendered greater family member engagement and stewardship, (c) created conditions for acknowledging and discussing family strengths and tensions, and (d) motivated members to take initiative moving forward. Longitudinal mixed-methods research using larger samples of multiple companies and larger ownership groups with varied levels of participation are recommended to extend these findings.</p>

<p> Manufacturers, specifically small machine shops, find it difficult to compete with the capabilities of large manufacturers. If these small shops are not certified to a recognized standard such as AS9100, sales become even harder.</p><p> Small businesses need assistance in understanding and achieving the certifications requirements for a quality management system (QMS), which requires management's commitment and total buy-in for a proper implementation plan that involves the entire staff.</p><p> The objective of this project is to develop a quality manual that outlines the total process for the implementation of an AS9100 QMS. The author has researched various guidance documents that provide an understanding of the requirements, ownership, targets, and steps for applying appropriate resources. </p><p> A Gap analysis has been completed to determine the status of the QMS and identify what actions should be taken. Documents and processes have been developed with input from the management team, leading to a successful certification process.</p>

<p> The Royal Canadian Navy employs Logistics Officers at sea, who possess a financial management specialty; financial resources are accounted and managed by Naval Logistics Officers in Her Majesty&rsquo;s Canadian Ships. The annual, deployed, financial expenditures, managed by Naval Logistics Officers, have consistently deviated from planned mission allocations for maritime units deployed on international operations. The problem is that even though there are programs in place to train Naval Logistics Officer on the use of financial resources, it appears that there is a lack of accurate operational fund management. The purpose of this quantitative, non-experimental, ex post facto research study was to compare the differences between financial expenditure deviations within Her Majesty&rsquo;s Canadian Ships (HMCS), based on Royal Canadian Navy Logistics Officer Qualification Board results attained between 2000 and 2010, categorized by the nature of Canada&rsquo;s military operations in Afghanistan (OPERATIONS APOLLO, ALTAIR, or SAIPH) between 2000 and 2010. Findings presented in this study demonstrate that there is statistically no difference in mean RCNLOQB score and financial deviation. However, based on observed differences, RCNLOQB results were found to have a statistically significant effect on financial expenditure deviation within Her Majesty&rsquo;s Canadian Ships that deployed in US-led military operations with multiple nations compared to HMC ships that deployed in operations with only the US or in multinational campaigns. The effects of qualitative subjective factors were not included in this study and require further research to determine their degree of influence on financial management performance outcomes.</p>

<p> Business leaders remain exposed to financial and accounting fraud as well as loss of profitability, despite the dictates of the SOX Act of 2002. The most challenging aspect of corporate management is the unexpected nature of an emerging, existing, or an inherent financial risk. Guided by the evolution of fraud theory, this exploratory case study's purpose was to identify and explore the financial management strategies that corporate financial managers need to adequately protect investors. Twenty participants from a population group of corporate auditors of Fortune 1000 corporations within 70 miles of Columbus, Ohio provided input for this study. Data from the interviews were analyzed through coding, reviewing, categorizing, and combining common statements. The research findings included themes of knowledge and types of risks; the impact of financial fraud and risks on investment; the impact of accounting, auditing, and financial reporting standards; as well as financial management training to minimize audit expectations. These themes formed the focus of exploring the financial management strategies that corporate financial managers need to adequately protect investors and investments. In addition to the antifraud measures, financial managers may detect and control inherent risks in emerging opportunities for positive social change that includes enhanced knowledge in diversification of investments, an increase in economic resources, economic growth, and greater employment in the United States.</p>

<p> Despite increased awareness of the link between teamwork and medical errors, and increased development of interventions aimed at improving team performance, the incidence of preventable errors in hospitals, and in the surgical environment particularly, remains high. Absent from interdisciplinary team development efforts is empirical evidence informed by the voices of surgical team members specific to their day- to- day experiences of teamwork. For this reason, a case study of interdisciplinary teamwork among Orthopedic Surgery team members was conducted from June to December 2013 to: (a) discover how teamwork behaviors are enacted in the surgical environment to affect the incidence of preventable surgical errors; and (b) understand the experience of teamwork from the perspective of surgical team members.</p><p> The case study data included 37 one-on-one interviews with Orthopedic Surgery team members (including two supervisors), and observations by the researcher guided by the Observational Teamwork Assessment for Surgery (OTAS) instrument. This study finds that while mindfulness is a prerequisite to safety behaviors that are found in the surgical setting, there is a dynamic interplay between processes of collective mindfulness and traditional teamwork behaviors wherein one continuously informs, shapes, and reinforces the other. Noting contributions of the this study to practice, the opportunity exists to expand the present inquiry beyond Orthopedic Surgery to include other surgical specialties as well as non-surgical practices within the hospital and clinic environments.</p>

<p> Have you ever had someone stereotype or prejudge you because of your age? Have any of these stereotypes held you back in your career? These experiences are not uncommon and there are numerous publications that promote stereotypes and ascribe certain characteristics to different generations. These labels and stereotypes are often found in the workplace and may impact how an individual navigates his or her career. To address these questions, this dissertation examined generational differences in the workplace using the perspectives of three generations of employees on succession planning and career mobility. The goal of this study was two-fold, a) to provide data driven research that moves beyond descriptive, broad or anecdotal research published in magazines and popular books; and b) to understand and describe the perspectives of Generation Y, Generation X and Baby Boomers on succession planning (career mobility), using a Basic Interpretive Design methodology.</p><p> This study was conducted through the lens of the lens of social identity theory and talent management principles in order to addresses generational differences and succession planning and was based on an understanding of organizations as multi-national companies with many businesses and site locations. The findings support human resource practitioners and organizational leaders plan succession and further develop employees by understanding the revelations and expectations of each generation.</p><p> The format of this dissertation is as follows: Chapter 1 outlines the structure of the study and provides key foundational background to situate this research study. Chapter 2 provides a more detailed review of the literature, including peer-reviewed research publications on generational concepts and theory, talent management and succession planning. Chapter 3 details the methodology, which includes the means and approach through which data was collected in this study. Lastly, Chapters 4 and 5 present the findings of the study in addition to applications of the research and recommendations for leaders and HR practitioners.</p>

<p> In this world of globalized business, corporate training programs are based on the common belief that better-trained employees will enhance business performance. Early research was focused on the impact of training on company performance in the business- to-business (B2B) environment. All of the early studies included employee opinions to measure what is called internal market orientation (IMO) as well as identification of the key constructs of trust, commitment, and relationship satisfaction, which affect performance. Later, survey-based research on external (customer) market orientation (EMO) in an international business also expanded the cultural complexity of the supplier- buyer relationships. Targeted coaching, rather than generic training programs, became appropriate. No empirical evidence in the literature provided quantitative measurement of the results of coaching programs on either EMO or company financial results. This research served to analyze the impact of an ongoing salesperson coaching program on both customer perceptions (EMO) and the financial results of the company. Two surveys of two different customer populations, with a 6-month time span between surveys, provided data to quantify any shifts in EMO. No significant shifts were found in either the domestic or the international customer populations. However, the company financial data confirmed a positive impact on profitability and a strong return on investment (ROI). Further research is needed which takes into consideration different parameters, including longer time spans between customer surveys, deeper interview-based analysis of customer perceptions and buying habits, and the different coaching strategies employed during the study.</p>