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Esta dissertação tem como objetivo conhecer a produção acadêmica sobre tomada de decisão estratégica pelo alto escalão e entender quais as fundamentações teóricas basilares do tema. Metodologicamente, utilizou-se para este fim de pesquisa bibliométrica e bibliográfica de artigos publicados em periódicos internacionais, complementadas pela leitura analítica dos artigos encontrados na pesquisa. Pesquisou-se as principais palavras-chaves relacionadas ao tema na base de dados Web of Science - ISI Web Of Knowledge, utilizando-se de todos os periódicos e anos disponíveis. Procedeu-se então à leitura dos artigos, retirando aqueles que não refletissem o tema pesquisado, obtendo um total final de 277 artigos. Realizou-se uma análise bibliométrica sobre o conteúdo estudado nos artigos de tomada de decisão, identificando os trabalhos mais referenciados, as publicações mais relevantes, e os periódicos da amostra. Efetuou-se também, uma análise de co-citação, mostrando as relações conceituais entre os trabalhos que fundamentam o tema e identificando tendências dos estudos sobre o tema. Com a leitura analítica e a estruturação do conteúdo dos 277 artigos, expôs-se os objetivos, a base teórica utilizada, os objetos de estudo, a natureza e os resultados dos artigos. Foi, assim, possível identificar os principais clusters teóricos sobre o assunto. O primeiro cluster, aborda as características do Top Management Team (TMT) e como estas influenciam a tomada de decisão; o segundo, apresenta como fatores ambientais comprometem a tomada de decisão, juntamente com a exposição de modelos e processos de tomada de decisão; o terceiro, apresenta estudos sobre conflito e consenso na tomada de decisão. A discussão permitiu ilustrar o atual estado do tema e suas lacunas, apresentar sugestões para pesquisa futuras e propor a criação de um curso executivo sobre tomada de decisão. / This thesis aims to evaluate the academic production on strategic decision making in the upper echelons and understand what are the theoretical foundations of the subject. Methodologically, it was used for this purpose a bibliometric and bibliographic research of articles published in international journals, complemented by analytical reading of the articles found in the search. The main keywords related to the topic were searched in the database Web of Science - ISI Web Of Knowledge, using all available journals and years. We then read out the articles by removing those who did not reflect the theme researched, obtaining a final total of 277 items. A bibliometric analysis was conducted on the content studied in the articles of decision making, identifying the most referenced work, the most relevant publications, and journals of the sample. A co-citation analysis was also conducted, showing the conceptual relations between the work underlying the theme and identifying trends of the studies on the theme. With the analytical reading and the structuring of the content of the 277 articles, the objectives were exposed along with, the theoretical basis used, the objects of study, the nature and results of the articles. It was thus possible to identify the main theoretical clusters on the subject. The first cluster, discusses the characteristics of the Top Management Team (TMT) and how they influence decision making, the second shows how environmental factors compromise the decision making, along with the explanatory models and decision-making processes, the third presents studies conflict and consensus in decision making. The discussion permited the illustration of the current state of the subject and its gaps, making suggestions for future research and proposing the creation of an executive course on decision making.

Diploma thesis deals with the assessment of performance appraisal of non-medical healthcare employees in Oblastní nemocnice Jičín a.s. . The thesis contents theoretical and practical part. The theoretical part anchors the performance appraisal system into the human resource management, with focus on the role of line managers. It also deals with the definition of job performance, circumstances that influence, and capabilities of its monitoring. Another part of the thesis emphasizes on the implementation of employee appraisal into practice, in which top management of the organization plays an important role. At the end of the theoretical part, I try to highlight the importance of linking of employee assessment with the vision, goals and values of the organization. The theoretical part offers the solution of the imperfections identified in the applied research. The practical part brings point of view on the reasons and way of implementation of employee appraisal in the organization, its adaptation by the employees and effectiveness of its use by the line managers. In this part I acquire pieces of knowledge through combination of qualitative and quantitative research. The research reveals the actual functioning of the system, imperfections in its implementation as well as line manager's suggestions for...

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Purpose: The purpose of this thesis is to explain how the gender diversity of the top management team affects the disclosure strategy regarding gender diversity, in state-owned enterprises. The study, in addition, tests if hybridity, conceptualized as conflicting institutional logics, has a moderating effect on this relationship. Theoretical perspectives: With its starting point in the upper echelon theory, the study uses both positive accounting theory and signaling theory to explain managers’ disclosure decision, where the intuitional logics approach represents the moderating decision-making context. Methodology: The study is based within the positivistic paradigm, following a deductive approach and quantitative methodology. Both the textual and visual diversity content of the annual reports of 30 state-owned enterprises over a 5-year period, is collected and analyzed using the Spearman correlation matrix and multiple regression analysis. The moderating effect of hybridity is tested through hierarchical moderated multiple regression analysis. Findings: The findings of the study provide partial support for the relationship between the gender diversity of the top management team and gender diversity disclosure, suggesting that the influence of management depends on the means of disclosure. No support is found for the claim that hybridity has a positive moderating effect on this relationship. However, incorporating hybridity stills indicates that integrating the institutional context into the upper-echelons model facilitates understanding about the relationship, by establishing conditional boundaries and identifying main effects.

How firms compete for an advantage is among the most critical questions in Business Strategy. While several researchers link executives to key strategic outcomes, much less is understood on how the Upper-Echelon team drives the actual competitive behavior of the firm, which is manifested in the launching of observable and purposeful competitive actions within the marketplace. Considering that competitive behavior research tends to overlook the importance of human assets, in general, and executive human assets, in particular, I explore how the knowledge, skills, and abilities of the Chief Executive (CEO), Top Management Team (TMT), and Board of Directors (BOD) impact a firm's competitive behavior. In addition, I examine how sources of Social Capital, or the relationships between these Upper-Echelon actors, influence a firm's competitive behavior. Moreover, I argue and test for the moderating influence of executive compensation on firm competitive behavior. Applying relational demography to capture Human Capital and sources of Social Capital within the U.S. Pharmaceutical Industry, I find some empirical support that executives do, indeed, affect firm competitive behavior. Overall, the empirical evidence indicates that the Human Capital of the CEO, TMT, and BOD can influence all dimensions of a firm's Competitive Intensity. Unexpectedly and, contrary to prediction, executive dissimilarity (not similarity) tended to greatly influence a firm's Competitive Activity and Repertoire Complexity. Also, the moderating impact of executive bonus and incentive pay was largely supported. This dissertation contributes to both the competitive behavior and Upper-Echelon literatures. Notably, this dissertation adds to the very limited work that attempts to theoretically link and empirically test for executive impact on firm competitive behavior. By so doing, it begins to open the "black box" on how human assets at the Upper Echelon affect strategic outcomes through a firm's competitive behavior. / Ph. D.

本研究主要探討高階經營團隊成員的背景與企業國際擴張策略之間的關係。以高階經營團隊成員的學經歷背景為討論重點，探討高階經營團隊成員國外經驗的有無、教育程度的高低，以及本科專業異質性的程度是否會對企業海外投資金額的多寡與對大陸地區投資的集中程度造成影響。由高層理論可以得知，高階經理人個人的認知基礎與價值觀會成為他們進行策略選擇的依據，因此，要探討企業選擇某一策略的原因時，就必須從其高階經營團隊成員著手。本研究選擇臺灣的電子產業為樣本，以臺灣經濟新報資料庫（TEJ）中產業代碼分別為M2324半導體、M2326光電業、M2328電子零組件與M2329電子通路業等之公司為研究對象，研究時期為2001年、2006年以及2012年。實證結果發現，若高階經營團隊成員的國外經驗愈多，對海外地區（不包含大陸地區）的投資金額愈高；若高階經營團隊成員的教育程度愈高，對大陸地區投資的集中程度愈低；然而，關於高階經營團隊成員主修專業異質性的部分，則並未得出任何顯著之結果。本研究之發現不僅再一次證實過往研究的結果，確定高階經營團隊成員對企業的重要性，更給企業在聘用高階經理人時提供參考，若企業未來有往國際擴展的目標，則應盡量聘用擁有國外經驗的高階經理人，借助其經驗與優勢，讓企業在國際市場上能更有效率且成功地發展。 / This study investigates the relationship between the background of top management team and international expansion. It discusses whether foreign experience, the level of education and major heterogeneity will influence the amount of overseas investment and the concentration degree of investment in China or not. According to the upper echelons theory, personal cognitive basis and value of top managers have an impact on their decision-making process. Thus, in order to understand the reasons why an enterprise chooses one strategy, it is necessary to explore its top management team. Relying on data from Taiwan's electronics industry (TEJ codes M2324, M2326, M2328, M2329), we find that certain characteristics of top management team are related to international expansion. Empirical results show that, if the top management team members have more foreign experience, the amount of overseas investment will be higher; additionally, if the top management team members with higher education levels, the concentration degree of investment in China will be lower. However, concerning the effect of major heterogeneity, it does not find any significant results. In a word, the findings of this study not only confirm the importance of top management team but also provide a reference for a company when employing top managers.

Alarming statistics provides that only 10,2 percentage of companies listed on the Swedish stock exchange has achieved gender equality in their top management. The fact is that women being discriminated, since men dominates these positions of power. The study is of a qualitative nature and aims to achieve a deeper understanding and knowledge contribution of how gender equal companies´ has achieved this gender diversity in their top management. Sweden's highest ranking business leaders has been interviewed in order to obtain their view, and the companies they represent, in order to get an answer to what the most important requirements has been in the achievement. The study's main result has shown that strong core values and corporate culture are basic and required condition for a successful gender equality strategy. A deliberate or emergent strategy can then be successfully implemented, and it is mainly the impact of structural barriers that determine which strategy a company uses. At a deliberate strategy, following measures are in additional to core values and corporate cultural crucial; commitment towards gender equality, a specific plan with clear objectives, and a conscious objective recruitment process. The result found aboute these two factors and three measures also identified a required specific order to follow in order to achieve gender diversity in top management. These findings, which in a near future, aims to contribute to a more gender equal Sweden.

Understanding managerial behavior and its underlying motivations is of key interest in times where the role of business in society is generally viewed critically. While CEO influence on strategy making processes is almost undisputed, little attention has explicitly been paid to how CEO values and the characteristics of the top management team (TMT) interact in shaping corporate strategy making. This is surprising if one follows the assumption that top managers who work closely together will by necessity influence each other's actions. Hence, we would expect the CEO-TMT interface to be vital in understanding how leadership influences strategy making. To address this, we propose a model in which the personal values of the CEO have a direct effect on the characteristics of corporate strategy making processes yet where this association is moderated by TMT diversity. We test the model with data from Austria and Germany obtained through a large-scale survey conducted in spring 2015 and a follow-up survey conducted in fall 2015 and find general support for our model. CEO values geared towards self-transcendence (as opposed to selfinterest) seem to be associated with more formal strategy making processes, while values geared towards openness to change (as opposed to conservation) are found to be associated with more flexible and less externally open ones. TMT diversity moderates all of these relationships. Our results add to upper echelon theory as well as to strategy process research and highlight promising avenues for future research.

<p>Risk management has become an important topic for financial institutes, especially since the business sector of financial services is related to conditions of uncertainty. The turmoil of the financial industry emphasizes the importance of effective risk management procedures. Consequently, this thesis studies<em> “</em><em>What are the critical success factors for effective risk management procedures in financial industries?</em><em>”</em> This research question was formulated in order to gain a better understanding of risk management procedures and to examine the critical success factors for effective risk management procedures.</p><p>To explore the importance of critical success factors in a practical context, we used the quantitative method of a self-completion questionnaire in order to collect data from a selection of financial institutions in Thailand. Financial institutions include banks, the stock exchange, insurance, stock securities, asset management and so on. Due to the fact that top-level management is directly responsible for risk management, the target groups included a range of positions from supervisors to board of directors.</p><p>This research found a set of seven critical success factors which can be used as a guideline on how to increase the effectiveness of risk management procedures. These factors are (1). Commitment and support from top management, (2) Communication, (3) Culture, (4) Information technology (IT), (5) Organization structure, (6) Training and (7) Trust. Because risk management is an important part of the financial industry, effectiveness is vital to increase project success. These seven factors can increase the effectiveness of risk management procedures from the perspective of the financial industry in Thailand.</p>