Background: It has become increasingly important for all corporations to make environmentally friendly decisions and consider environmental CSR. Previous studies have shown that effective corporate governance and diversity of BoDs and TMTs can affect sustainability reporting positively. However, prior literature has been underrepresented regarding SMEs. It is currently voluntary for these types of firms to report on sustainability, but new requirements are underway. Additionally, family-owned firms differ in the context of environmental CSR reporting due to the interests of the family, and that these types of firms tend to not consider the diversity as much as non-family-owned firms.    Purpose: The purpose of this study is to investigate how the diversity of BoDs and TMTs in Swedish stock-listed SMEs impacts environmental CSR reporting. Additionally, how family firms moderate this relationship.     Methodology: This study adopts a positivistic view, follows the deductive approach, and uses a quantitative methodology. The collected data was gathered through databases, annual reports, and other sources to get information about the diversity aspects and sustainability reporting. This was analyzed by using the Spearman correlation matrix and multiple linear regressions.    Findings: The findings of this study only partially support the relationship between the diversity of BoDs and environmental CSR reporting. There was no support regarding the relationship between the diversity of TMTs and environmental CSR reporting. Family firms as a moderating factor to this, could also not be supported.

Despite the fact that Internal Marketing (IM) has emerged to capture the interest of academic researchers and management practitioners, there is a surprising absence of empirical study investigating how IM is experienced in the world of practice. This constitutes an impediment to bridging the gap in the holistic understanding of the IM concept. The big question that remains is how to articulate precisely those activities that can be taken to constitute the structure of IM and those that do not. This study aims to bridge this gap by exploring whether the experiences of managers who are implementing IM in their organisations could provide clarity as to the meaning and the constituents structure of IM. This study first undertakes scrutiny of the extant IM literature in an attempt to clarify the multiplicity of terms often associated with IM. The meaning and the constituents structure of IM was investigated via an in-depth qualitative study guided by the principles of phenomenology. This qualitative study is based around open-ended interviews with participants sampled from the UK private and public sector firms. Data was collected and analysed in line with Giorgi’s descriptive phenomenological research praxis. The phenomenological findings indicate nine overlapping elements, namely, internal communication, employee training, reward, empowerment, employee motivation, interdepartmental co-ordination, understanding the organisation, commitment, and top management support that emerged to constitute the experiential structure of IM. Drawing upon these elements, the study offers a conceptual framework of the IM structure. Systematic analytical steps were utilised to ensure the validity of findings.

本文主要分別探討家族控制、負債與高階經營團隊薪酬的關係。實證結果發現，根據利益一致效果，家族企業通常會發放較少變動薪酬給高階經營團隊。然而，當家族企業偏離問題較嚴重，且由家族成員擔任高階經理人時，則會支付較高變動薪酬給家族高階經營團隊，此種現象在非電子業中尤為明顯。本文亦探討負債與薪酬的關係，結果發現，負債與高階經營團隊薪酬呈非線性關係，再將負債進一步細分，發現長期銀行負債對薪酬的監督效果高於短期銀行負債及一般公司債。本文也發現相較於非家族企業，負債對高階經營團隊薪酬的監督效果在家族企業中較弱。 / This paper investigates the variable compensation of top management teams. Prior literature suggests that compensation policy can help firms reduce the agency problem between principals and agents. Most of these studies, however, emphasize the agency problem between shareholders and managers, and only a few examine those between controlling and minority shareholders and between shareholders and debtholders. This study investigates the effects of family control and debt on top management compensation, respectively. The empirical results show that, on average, family-controlled firms are associated with a lower proportion of variable compensation, which is consistent with the alignment effect. However, family-controlled firms with greater control divergence and whose CEO is a family member, which gives rise to a central agency problem, pay higher variable compensation to family top management, as evident in the non-electronic industry. Furthermore, the empirical results find a U-shaped relationship between debt and top management compensation. In addition, the monitoring effect of long-term bank debt on top management compensation is greater than that of short-term bank debt and common bond. Finally, the monitoring effect of debt on top management compensation is weaker in family-controlled firms than in non-family-controlled firms.

Bakgrund och problem: Bakgrunden till denna studie ligger i bristen av mångfald i svenska företagsledningar. För att skapa en större förståelse för rekryteringen av individer till företagsledningen, kan det således vara av betydelse att studera de individer som tillsätter ledningen, det vill säga vd, styrelseordförande och styrelsen. Dessa ledande positioner förväntas påverkas av betydande händelser och erfarenheter i deras formativa år, och således bilda unika värderingar vilket kan påverka deras val av individer till företagsledningen. Det är därmed intressant att förstå om och i så fall hur ledande positioners generationstillhörighet kan förklara mångfalden i företagsledningen. Syfte: Studiens syfte är att förklara om och hur ledande positioner såsom vd:s, styrelseordförandens samt styrelseledamöters generationstillhörighet kan förklara mångfalden i företagsledningen.    Metod: Undersökningen utgår från befintlig teori och har en deduktiv ansats, med en teoretisk grund utifrån gruppkonfliktsteorin, sociala identitetsteorin, homosocial reproduktion, legitimitetsteorin och institutionella teorin. Hypoteser formuleras utifrån vd:s, styrelseordförandens och styrelsens generationstillhörighet för att studera om olika generationer har skilda värderingar som i sin tur kan förklara mångfalden i företagsledningen. Uppsatsen är kvantitativ och studerar samtliga svenska börsnoterade företag på large-, mid- och small cap för åren 2007 respektive 2017.    Resultat och slutsats: Det kan konstateras att ledande positioners generationstillhörighet inte kan förklara mångfalden i företagsledningen. Denna studie ser istället tendenser av homosocial reproduktion vid rekrytering av individer till företagsledningen. / Background and problem: The background to this study lies in the lack of diversity in Swedish top management teams. In order to create a greater understanding of the recruitment of individuals to the top management team, it can thus be of importance to study the individuals who appoint the management, that is, the CEO, the chairman of the board and the board. These leading positions are expected to be influenced by significant events and experiences in their formative years, thus forming unique values which can affect their choice of individuals to the top management team. It is therefore interesting to understand whether and, if so, how leading positions' generation affiliation can explain the diversity in top management teams.  Purpose: Our purpose is to explain whether and how leading positions such as the CEO's, the Chairman’s of the Board and the Board of Directors generation affiliation can explain the diversity in top management teams.   Method: The study is based on existing theory and has a deductive approach, with a theoretical basis based on group conflict theory, social identity theory, homosocial reproduction, legitimacy theory and institutional theory. Hypotheses are formulated on the basis of the CEO's, the Chairman's and the Board's generation affiliation in order to study whether different generations have different values which in turn can explain the diversity of the top management team. The thesis is quantitative and studies all Swedish listed companies on large, mid and small cap for the years 2007 and 2017.    Results and conclusion: It can be concluded that the leading positions generation affiliation can not explain the diversity in top management teams. Instead, this study sees tendencies of homosocial reproduction when recruiting individuals to top management teams.

Världen och samhället utvecklas snabbare än någonsin och organisationer behöver utvecklas i samma snabba takt för att vara konkurrenskraftiga. Med syfte att bedriva framgångsrikt utvecklings- och förbättringsarbete är förhållningssätt enligt Offensiv kvalitetsutveckling att föredra.  I en optimal verksamhet kan tänkas att både tid och förutsättningar för att strukturerat bedriva Offensiv kvalitetsutveckling prioriteras högt. När författarna började ana att verkligen inte ser ut så intresserade de sig för att studera ämnet ur ett chefsperspektiv. Syftet med studien är således att undersöka tillämpningen av Offensiv kvalitetsutveckling, redogöra för chefers kvalitets- och förbättringsarbete samt ge generella förbättringsförslag till chefer och organisationer som vill utvecklas mot ett förhållningssätt i linje med Offensiv kvalitetsutveckling. Studiens teoretiska referensram baseras på fyra fundamentala perspektiv: Chefens roll och ansvar, Offensiv kvalitetsutveckling, Struktur och ledning, Arbetssätt och verktyg samt Förbättringsarbete. Datainsamling har gjorts genom en kvalitativ metod där personliga semistrukturerade intervjuer har genomförts med 12 chefer från olika branscher, organisationsstorlekar och varierande erfarenhet. Studien fastslår att Offensiv kvalitetsutveckling inte är vedertaget. Författarna kan dock konstatera att chefernas förhållningssätt till kvalitetsutveckling varierar och att några av cheferna besitter kunskap inom området, utan att de själva definierar det som offensiv kvalitetsutveckling. Något som verkar vara vanligt är att kvalitetsarbetet utgår från att kvalitet är något som i efterhand kan justeras, istället för att aktivt arbete förebyggande. En generell slutsats är dock att det i samtliga organisationer ändå förekommer enskilda värderingar, arbetssätt och verktyg som går att relatera till offensiv kvalitetsutveckling. Vidare konstaterar studien att cheferna anser att förbättringsarbete är viktig, att de ser det som en del av sitt ansvarsområde samt att de anser att de har bra förutsättningar för att bedriva förbättringsarbete. Resultatet visar däremot att enbart ett fåtal av cheferna arbetar strukturerat samt att det finns en generell förbättringspotential att gå från Adhoc till ett mer strukturerat arbetssätt. Studien indikerar också att det är svårt för cheferna att prioritera förbättringsarbete, vilket fastslås relateras till framförallt två faktorer: Den komplexa chefsrollen och ledningens förhållningssätt. Utifrån slutsatserna konstateras två olika perspektiv intressanta att framhäva och således även ge förbättringsförslag utifrån. Dels vad högsta ledningen kan göra på organisationsnivå för att skapa förutsättningar för Offensiv kvalitetsutveckling samt vad cheferna själva kan göra. Förbättringsförslagen presenteras i det sista avsnittet utifrån hörnstensmodellen och berör både värderingar, arbetssätt och verktyg. / The world is evolving faster than ever and organizations need to develop at the same rapid pace to be competitive. With the aim of conducting a strategic and structured method for development, Total Quality Management is preferred. The reality might be different from the theory, which motivated to further analyse the subject from a manager perspective. The purpose is to investigate the level of usage of Total Quality Management, describe the manager´s work with quality and provide general suggestions on how to develop towards Total Quality Management. The theoretical frame is based on five perspectives: The role and responsibility of the manager, Total Quality Management, Structure and management, Methods and tools and Development. The study conducts that the concept of Total Quality Management is not well known by the managers and the manager´s approach varies. There is a general improvement potential to go from an Adhoc way to a more structured way of working. Based on the conclusions, two different perspectives are interesting to provide improvement suggestions from: what the executive can do at an organizational level and what the managers can do themselves. The suggestions for improvement are presented in the final chapter.

La part de l’irrationnel dans les processus de sélection des futurs dirigeants des grandes entreprises françaises. Cette thèse explore la part d’irrationalité intervenant dans les processus de sélection des futurs dirigeants français. Examinant les profils des dirigeants français du début du 21ème siècle, elle souligne la persistance d’une doxa cartésienne, c’est-à-dire la croyance en l’autorité de la conscience et de la raison dans la détection, la sélection ou la génération d’élites et plus particulièrement de dirigeants dans les organisations, réalisant en particulier un biais de sélection sociale précoce pour l’accès à la direction des grandes entreprises. Combinant les apports des théories de l’agence, des échelons supérieurs, et de la rationalité limitée, ce travail construit une vision intégrative des enjeux et paramètres de la sélection des futurs dirigeants à plusieurs niveaux (individus, systèmes, réseaux, organisation, culture), et analyse comment des processus rationnels peuvent être modifiés par des formes d’irrationalité, des premiers moments de détection et de fabrique des talents à celle, à la fois plus symbolique et signifiante, de la dirigeance. Le cadre conceptuel du leader transcendant permet de représenter une vision intégrative du leadership, et d’explorer les « nouvelles » qualités que les processus de sélection devront identifier, illustrant l’inadéquation des processus traditionnels aux enjeux des entreprises modernes. Ce travail met en lumière la nécessité de réévaluer les pratiques de la sélection des dirigeants au travers d’une rationalité procédurale plus en adéquation avec la réalité opératoire, à la fois sur le plan de la rationalité sous-jacente (les valeurs et critères du leadership), de ses outils (les méthodes d’évaluation), et de son objet (une articulation intégrative et continue du développement et de la sélection assumant une part d’irrationnel). / The purpose of this research work is to investigate how irrationality plays a significant role in selecting top executives in French corporates. Upon an in-depth review of the making of top executives in France at the beginning of the 21st century, it appears that a Cartesian rationale still prevails, based on the sheer belief that conscience and reason must be the unique dimensions used in selecting, promoting, and thus, perpetuating elites, from the early school years to the appointment of the C-suite in large organisations. Three theories are central in this research work: the agency theory, the upper echelon theory, as well as the bounded rationality theory. Combining them in an integrative conceptual framework allows to understand how strong rational patterns might be affected by forms and mechanisms of irrationality all along the process of identifying and developing future leaders to the more significant moment when they are appointed. Ultimately, the outcome of this research work shows that the model of « transcendent leadership » seems more effective than others to address the challenges of identifying and selecting executives in modern organisations. This leads to examining how to build more robust systems of executive selection at three levels of progress: (a) underlying values and patterns of leadership, (b) assessment tools and processes and (c) conscious acceptance of irrationality as a significant part of talent and executive spotting and development.

This thesis explores gender-related barriers in CEO successions. Only 4% of Fortune 500 CEOs are female despite the fact that women have held the majority of college degrees in the US since the late 1990's and now comprise almost half of the workforce and the majority of managerial positions. Their representation is low even in comparison to the other two top management positions from which CEOs are typically sourced. It is less than one-third of the percentage of both female executive officers (15%) and board directors (17%). A holistic and qualitative research approach was utilized. Data were gathered on societal, individual and organizational factors through one-on-one, semi-structured interviews with board directors, executive search consultants and female CEOs, and analyzed using computer-assisted coding software. This thesis challenges the perception that women's individual barriers are the main reason why there are so few female CEOs. While all three types of barriers were found, organizational barriers appear to be the most important. The convergence of predominately male board directors, CEOs and top executive search consultants with informal, subjective, secretive and disparate talent management and CEO successions programs effectively results in the CEO position being a better fit for men than women. While moderating factors were beneficial to the women who have become CEOs, many factors were found for why they cannot be relied upon to greatly increase the number of female CEOs. A deliberate and comprehensive effort by society, individuals and organizations is required.

企業文化作為組織內部成員廣泛接納的價值觀和行為準則，潛移默化地控制和改變著企業內部人員的行為方式，從而對組織績效產生影響，因此企業文化的變革對於組織行為的調節有相當重要之作用。在全面品質管理的成功實施因素討論中，往往集中討論科技和資訊等方面的貢獻，卻相對缺乏對於軟性的企業文化的作用之研究。本文利用高績效工廠計劃第三輪蒐集之資料，利用偏最小平方法，分析了205家製造型企業的調查問卷結果，以探討公司高階管理者，應如果調整企業文化，來實施全面品質管理，提升組織的績效和顧客滿意度。本研究的自變量為高階領導的參與和支持，中介變量為企業文化，因變量為顧客滿意度；而其中中介變量又可以分為持續改善與學習、顧客導向、全面參與和團隊合作四個構面。 本研究發現，在公司高階管理者對品質管理有高度支持和參與時，組織內部會形成傾向顧客導向、重視全面參與和團隊合作、以及持續不斷改善與學習的組織文化，而這種組織文化最終都會提升最終顧客的滿意度。本研究之結論表示，在全面品質管理的實施過程中，高階領導者應透過全面變革其組織的文化，形成上下一體、協同合作、不斷關注顧客需求達成、利用經驗不斷改善品質和精益求精的價值觀，才能更好地完成顧客滿意度提升之目的，達成企業的競爭優勢。最後本研究亦提出對應的管理意涵、研究限制和未來研究的方向。 / As widely accepted values and codes of conduct inside of a corporation, the organizational culture controls and changes the way employees behave, influencing the corporate performance and customer satisfaction. Thus, the culture change is vital to regulate organizational behaviors. Total Quality Management is a philosophy that organizations can use to improve their performance but, often there is an over-emphasis on its tools and techniques, which may take precedence over the need to create a culture, that is open to change. This study collected the High Performance Manufacturing Round 3 data that contain 205 cases to analysis how can the top management change corporate culture to fulfill TQM and enhance customer satisfaction by using Partial Least Square. The independent variable would be Top Management Support and the dependent variable would be Customer Satisfaction. Corporate Culture would be mediating variable that contains Continuous Improvement and Learning, Customer Focus, Full Participation and Teamwork and Cooperation. This study suggests that if the top management highly support and commit to TQM, it is better for them to foster a Total Quality Culture that stressed on continuous improvement and teamwork spirit to improve customer satisfaction. Management implications, study limitation and future study suggestion and included in the end.

Submitted by Lilian Cidreira da Costa (lilian.cidreira@gmail.com) on 2015-01-15T19:48:53Z No. of bitstreams: 1 Dissertação Lilian Cidreira da Costa.pdf: 2771238 bytes, checksum: b8c4ca6b2391cfdad5913c12bbb50fc3 (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2015-01-23T12:15:39Z (GMT) No. of bitstreams: 1 Dissertação Lilian Cidreira da Costa.pdf: 2771238 bytes, checksum: b8c4ca6b2391cfdad5913c12bbb50fc3 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2015-02-02T12:59:28Z (GMT) No. of bitstreams: 1 Dissertação Lilian Cidreira da Costa.pdf: 2771238 bytes, checksum: b8c4ca6b2391cfdad5913c12bbb50fc3 (MD5) / Made available in DSpace on 2015-02-02T12:59:51Z (GMT). No. of bitstreams: 1 Dissertação Lilian Cidreira da Costa.pdf: 2771238 bytes, checksum: b8c4ca6b2391cfdad5913c12bbb50fc3 (MD5) Previous issue date: 2014-12-22 / Strategic decision-making is a theme used over the years to help men and women, particularly in organizations, to think in a structured way on how to decide, which arguments and how to adopt them. With the entry of women into the labor market, the decision-making theory has expanded to analyze not only the decision-making process itself, but also behaviors used by men and women in these moments. The aim of this study was to investigate the theories of gender decision-making and verify if these theories are related to the reality of men and women who are in top management positions and, on this basis, analyze if the theories are confirmed when men and women are in top management positions. Moreover, we also sought to investigate whether the theory of empowerment has something to do with the theories of decision-making taken by gender, as well as the empowerment levei delivered to managers and directors in organizations influence the decision-making characteristics used for these men and women. For this purpose, a semi-structured survey was used for twenty-four professionals in management positions and board positions in companies based on the state of Rio de Janeiro. As a result, the research concluded that the way men and women make strategic decisions in organizations unrelated to the gender decision-making theories when they are in management and board positions, however, the way men and women of high management decide has an intimate relationship with the empowerment leve] that they have within companies that act. / A tomada de decisão estratégica é um tema utilizado ao longo dos anos para auxiliar homens e mulheres, principalmente nas organizações, a pensarem de forma estruturada sobre como decidir e quais raciocínios adotarem nestes momentos. Com o ingresso da mulher no mercado de trabalho, a teoria de tomada de decisão se expandiu para analisar não apenas os processos de tomada de decisão em si, mas também comportamentos utilizados por homens e mulheres nestes momentos. O objetivo principal deste estudo foi investigar o que as teorias de tomada de decisão por gênero mencionam e verificar se estas teorias se relacionam com a realidade de homens e mulheres que se encontram em posições de gerência e diretoria e, com base nisto, confrontar se estas teorias se confirmam quando homens e mulheres se encontram em posições de alta gestão. Além disto, buscou-se investigar também se a teoria sobre empowerment possui alguma relação com as teorias de tomada de tomada de decisão por gênero, bem como se o nível de empowerment entregue para gerentes e diretores nas organizações influencia as características de tomada de decisão utilizadas por estes homens e mulheres. Para tanto, foi realizada uma pesquisa semiestruturada com vinte e quatro profissionais em posições de gerência e diretoria, de empresas localizadas no Estado do Rio de Janeiro. Como resultado, a pesquisa concluiu que a maneira como homens e mulheres tomam decisões estratégicas nas organizações não têm relação direta com as teorias de tomada de decisão por gênero quando estes se encontram em posições de gerência e diretoria, todavia, a maneira como homens e mulheres de alta gestão decidem possui uma relação íntima com o nível de empowerment que os mesmos possuem dentro das empresas que atuam.

Inteligência Competitiva (IC) é um tópico emergente e estratégico para nações e organizações, e na medida em que desenvolve-se no plano teórico, surge a necessidade de estabelecer interfaces com outras áreas do conhecimento. Neste caso, observou-se uma lacuna de estudos empíricos que buscassem relacionar a IC com o Envolvimento da Alta Direção, fator essencial para o desenvolvimento de atividades deste nível dentro de uma organização. Mais que o suporte inicial de recursos e legitimidade, o Envolvimento da Alta Direção pressupõe o comprometimento e a participação continua da Alta Direção da empresa em programas desta ordem, postura que pode ser de significativa diferença para o seu sucesso ou fracasso. Portanto, esta pesquisa objetivou analisar a relação entre o Envolvimento da Alta direção e as dimensões de Contexto e de Processo de Inteligência Competitiva em empresas de médio e de grande porte da Serra Gaúcha. Também se propôs a desenhar um panorama do nível de desenvolvimento de IC na região, limitado às organizações destes portes, e a explorar a existência de relações entre Envolvimento da Alta Direção, Inteligência Competitiva e Desempenho destas organizações. Neste sentido, foi desenvolvida uma pesquisa de caráter quantitativo descritivo, com base em survey aplicada em amostra de 168 organizações representativas do recorte deste estudo, utilizando-se escalas já operacionalizadas em estudos de IC internacionais, as quais têm como base o modelo composto das dimensões de processo e de contexto em IC. Os resultados indicaram que há relação positiva entre Envolvimento da Alta Direção e o nível de desenvolvimento em inteligência competitiva nas empresas de médio e de grande porte da Serra Gaúcha sendo identificadas as organizações numa matriz proposta nestas dimensões , e também foi observada uma associação positiva entre IC, Desempenho, Envolvimento da Alta Direção e a Integração das atividades de IC com o processo decisório destas empresas. Em termos de panorama do setor, observou-se que a maioria destas empresas desenvolve algum tipo de monitoramento (coleta de informação) de temas ainda que não denomine esta atividade de inteligência , sendo os focos principais em Vendas, Concorrentes e Produtos, indicando um caráter mais concorrencial, o que sinalizaria um princípio de desenvolvimento desta área nestas empresas da região. / Submitted by Marcelo Teixeira (mvteixeira@ucs.br) on 2014-06-02T18:37:17Z No. of bitstreams: 1 Dissertacao Mateus Panizzon.pdf: 3058509 bytes, checksum: c437465a0948516e0e660ba039bab7cd (MD5) / Made available in DSpace on 2014-06-02T18:37:17Z (GMT). No. of bitstreams: 1 Dissertacao Mateus Panizzon.pdf: 3058509 bytes, checksum: c437465a0948516e0e660ba039bab7cd (MD5) / Competitive Intelligence (CI) is an emergent topic with strategic importance for nations and enterprises, and with your continuum theoretical development, arise the necessity to establish links with another knowledge fields. It has been identified a gap of empirical studies that seek to relate CI with Top Management Involvement, an essential factor for the development of this activity within the organization. More than initial support of resources and legitimacy, Top Management Involvement presupposes the commitment and continuous participation of the Top Management in programs of this nature, a behavior that can be of significant influence for its success or failure. So, this research aimed to analyze the relationship between Top Management Involvement and the Context and Process dimensions of Competitive Intelligence Model in medium and large companies of Serra Gaúcha Brazil. Also, it has been proposed to learn about the level of CI development level in the region, limited to organizations of this size, and to explore the relations between Top Management Involvement, Competitive Intelligence and Performance at this organizations. Thus, a descriptive and quantitative research was carried out, based on a survey sample of 160 organizations, measured by scales proposed by another international studies and based on the theoretical model of context and process of IC. Results indicated that there is positive relationship between Top Management Involvement and the IC Development Level at the medium and large companies at Serra Gaúcha, and three out of four scenarios proposed can be perceived. Also there is a positive association between IC, Organizational Performance, Top Management Involvement and IC integration with the decision making process of these organizations. In general, it was observed that most of these companies developed some kind of monitoring (information collecting), even though they do not nominate this activity as "Intelligence". The main focus of monitoring are Sales, Competitors and Innovation in Products, which indicates a beginning of this field development in the companies of this region.d