Michael A. Witt and Gordon Redding (eds)
The Oxford Handbook of Asian Business Systems presents a comprehensive set of analyses of the business systems, or varieties of capitalism, of thirteen Asian economies, ranging from India eastwards to Japan. It includes thirteen chapters that present, economy by economy, a comprehensive analysis of each business system; eleven chapters that explore different themes, such as corporate governance or employment relations, comparatively across Asia; three chapters that trace from different angles the historical evolution of Asian business systems; and one chapter each drawing overall conclusions for scholars and business practitioners from the whole book. This volume contributes to the literature on comparative institutional analysis in the fields of socio-economics, sociology, political science, and international business.
Youssef Cassis, Catherine Schenk, and Richard Grossman (eds)
The financial crisis of 2008 aroused widespread interest in banking and financial history among policy makers, academics, journalists, and even bankers, in addition to the wider public. References in the press to the term ‘Great Depression’ spiked after the failure of Lehman Brothers in November 2008, with similar surges in references to ‘economic history’ at various times during the financial turbulence. In an attempt to better understand the magnitude of the shock, there was a demand for historical parallels. How severe was the financial crash? Was it, in fact, the most severe financial crisis since the Great Depression? Were its causes unique or part of a well-known historical pattern? And have financial crises always led to severe depressions? Historical reflection on the recent financial crises and the long-term development of the financial system go hand in hand. This volume provides the material for such a reflection by presenting the state of the art in banking and financial history. Nineteen highly regarded experts present twenty-one chapters on the economic and financial side of banking and financial activities, primarily—though not solely—in advanced economies, in a long-term comparative perspective. In addition to paying attention to general issues, not least those related to theoretical and methodological aspects of the discipline, the volume approaches the banking and financial world from four distinct but interrelated angles: financial institutions, financial markets, financial regulation, and financial crises.
David Coen, Wyn Grant, and Graham Wilson (eds)
The Oxford Handbook of Business and Government analyses the relationship between business and government from a number of different disciplinary perspectives. Business is one of the major power centres in modern society. The state seeks to check and channel that power so as to serve broader public policy objectives. However, if the way in which business is governed is ineffective or over burdensome, it may become more difficult to achieve desired goals, such as economic growth or higher levels of employment. In a period of international economic crisis, the study of how business and government relate to each other in different countries is of more central importance than ever. The authors are all authorities on the current state of knowledge of business-government relations. Part One of the book provides an introduction to the ways in which five different disciplines have approached the study of business and government. Part Two, on the firm and the state, looks at how these entities interact in different settings, emphasising such phenomena as the global firm and varieties of capitalism. Part Three examines how business interacts with government in different parts of the world, including the United States, the EU, China, Japan and South America. Part Four reviews changing patterns of market governance through a unifying theme of the role of regulation. Business-government relations can play out in divergent ways in different policy, and Part Five examines the contrasts between different key arenas such as competition policy, trade policy, training policy and environmental policy. The book also points to ways in which this work might be developed in the future, e.g. through a political theory of the firm.
Pratima Bansal and Andrew J. Hoffman (eds)
Environmental issues now loom large on the social, political, and business agenda. Over the past four decades, corporate environmentalism has emerged and been constantly redefined, from regulatory compliance to more recent management conceptions such as pollution prevention, total quality environmental management, industrial ecology, life cycle analysis, environmental strategy, environmental justice, and, most recently, sustainable development. As a result, understanding the intersection of business activity and environmental protection has become increasingly complex, and there has emerged a focus in academic research on business decision-making, firm behavior, and the protection of the natural environment. This book reviews the state of the field as it grows into a mature area of study within management science, its achievements, and its future avenues of research. It brings together original contributions in the field along several lines of enquiry. The first six sections focus on disciplines as delineated in contemporary business schools: business strategy; policy and non-market strategies; organizational theory and behavior; operations and technology; marketing; and accounting and finance. The seventh reviews emergent and associated perspectives, whilst a concluding section discusses the future outlook for research.
Asli M. Colpan, Takashi Hikino, and James R. Lincoln (eds)
The Oxford Handbook of Business Groups provides a comprehensive analysis of business groups around the world. Business groupslarge, diversified, often family-controlled organizations with pyramidal ownership structure, such as the Japanese zaibatsu, the Korean chaebol and the grupos econmicos in Latin Americahave played a significant role in national economic growth, especially in emerging economies. Earlier variants can also be found in the trading companies, often set up in Britain, which operated in Asia, Africa, and Latin America. Business groups are often criticized as premodern forms of economic organization, and occasionally as symptomatic of corrupt crony capitalism, but many have shown remarkable resilience, navigating and adjusting to economic and political turbulence, international competition, and technological change. Sixteen individual country articles deal with business groups from Asia to Africa, the Middle East to Latin America, while overarching articles consider the historical and theoretical context of business groups.
Geoffrey G. Jones and Jonathan Zeitlin (eds)
The Oxford Handbook of Business History provides a survey of research in business history. Business historians study the historical evolution of business systems, entrepreneurs and firms, as well as their interaction with their political, economic, and social environment. They address issues of central concern to researchers in management studies and business administration, as well as in economics, sociology, and political science; and to historians. Business historians employ a range of qualitative and quantitative methodologies, but all share a belief in the importance of understanding change over time. This book has brought together leading scholars to provide a comprehensive, critical, and interdisciplinary examination of business history, organized into four parts: Approaches and Debates; Forms of Business Organization; Functions of Enterprise; and Enterprise and Society. It shows that business history is a wide-ranging and dynamic area of study, generating compelling empirical data, which has sometimes confirmed and sometimes contested widely held views in management and the social sciences.
Glenn Morgan, John L. Campbell, Colin Crouch, Ove Kaj Pedersen, and Richard Whitley (eds)
The Oxford Handbook of Comparative Institutional Analysis explores the issues, perspectives, and models of institutions within the economy. It is increasingly accepted that ‘institutions matter’ for economic organization and outcomes. The last decade has seen significant expansion in research examining how institutional contexts affect the nature and behaviour of firms, the operation of markets, and economic outcomes. Yet ‘institutions’ conceal a multitude of issues and perspectives. Much of the research has been comparative, and has followed different models such as ‘varieties of capitalism’, ‘national business systems’, and ‘social systems of production’. The authors are all leading scholars in this field.
William K. Roche, Paul Teague, and Alexander J. S. Colvin (eds)
This book explores conflict management in organizations, focusing on the various organizational practices and procedures used to resolve and sometimes prevent conflict in the workplace in countries such as Japan, China, Germany, New Zealand, Australia, Britain, and the United States. It looks at conventional approaches based on standard grievance and dispute resolution procedures as well as alternative dispute resolution methods that seek ways other than civil litigation or turn to administrative agencies that implement employment laws. It discusses grievance procedures under collective bargaining and in non-union firms, along with workplace mediation, interest-based bargaining, the nature and outcomes of conflict management systems, and the role of the organizational ombudsman, third parties, and line managers in conflict management and resolution. In addition, the book examines developments in employment rights and human resources management perspectives on conflict management. It also presents a series of case studies of exemplars and innovators in conflict management, including ‘judicial mediation’ practiced by employment tribunals in the UK.
Douglas Michael Wright, Donald S. Siegel, Kevin Keasey, and Igor Filatotchev (eds)
Corporate governance has slowly become a popular topic since it emerged sometime during the 1970s. The Oxford Handbook of Corporate Governance is a collection of various academic studies of corporate governance which cover some of its striking features and aspects. These studies look at corporate governance using different perspectives, including organizational behavior, economics, and accounting. Different theoretical perspectives that are related to the various stakeholders within the firm are also used in these studies, while corporate governance issues are considered at certain levels of analysis. The Handbook not only aims to close the empirical and theoretical gaps in corporate governance, but also discusses the corporate governance issues and practices in emerging nations and industries. Further research on specific aspects of corporate governance is also suggested.
Timothy G. Pollock and Michael L. Barnett (eds)
What does it mean to have a ‘good’ or ‘bad’ reputation? How does it create or destroy value, or shape chances to pursue particular opportunities? Where do reputations come from? How do we measure them? How do we build and manage them? Over the last twenty years the answers to these questions have become increasingly important – and increasingly problematic – for scholars and practitioners seeking to understand the creation, management, and role of reputation in corporate life. The Oxford Handbook of Corporate Reputation intends to bring definitional clarity to these issues, giving an account of extant research and theory, and offering guidance about where scholarship on corporate reputation might most profitably head. Its articles provide definitions of corporate reputation; differentiate reputation from other constructs and intangible assets; offer guidance on measuring reputation; consider the role of reputation as a corporate asset and how a variety of factors, including stage of life, nation of origin, and the stakeholders considered affect its ability to create value; and explore corporate reputation's role more broadly as a regulatory mechanism. Finally, the articles also discuss how to manage and grow reputations, as well as how to repair them when they are damaged.
Andrew Crane, Dirk Matten, Abagail McWilliams, Jeremy Moon, and Donald S. Siegel (eds)
The Oxford Handbook of Corporate Social Responsibility is a review of the academic research that has both prompted, and responded to, the issues of Corporate Social Responsibility (CSR). Business schools, the media, the corporate sector, governments, and non-governmental organizations have all begun to pay more attention to these issues in recent years. These issues encompass broad questions about the changing relationship between business, society and government, environmental issues, corporate governance, the social and ethical dimensions of management, globalization, stakeholder debates, shareholder and consumer activism, changing political systems and values, and the ways in which corporations can respond to new social imperatives. The book, which provides clear thinking and new perspectives on CSR and the debates around it, is divided into seven key sections: introduction; perspectives on CSR; critiques of CSR; actors and drivers; managing CSR; CSR in a global context; future perspectives and conclusions.
The Oxford Handbook of Corporate Social Responsibility: Psychological and Organizational Perspectives
Abagail McWilliams, Deborah E. Rupp, Donald S. Siegel, Günter K. Stahl, and David A. Waldman (eds)
Corporate social responsibility (henceforth, CSR) continues to grow as a topic of interest in academia, business, and government. This handbook reflects recent developments in the field, incorporating new psychological and organizational perspectives on this important, interdisciplinary topic. Highlights of the handbook include chapters by leading scholars in entrepreneurship, international business, law, organizational behavior, psychology, sociology, and strategy who examine micro-based research in CSR, environmental social responsibility and sustainability, strategic CSR, connections between CSR and entrepreneurship (e.g. social entrepreneurship and entrepreneurship for and by disadvantaged groups), the role of activists and non-governmental organizations in CSR, and recent improvements in methods and data analysis in CSR research. This handbook is a must for all CSR researchers, consultants, and practitioners.
Candace Jones, Mark Lorenzen, and Jonathan Sapsed (eds)
The creative industries are an important part of modern economies, recognised increasingly by governments, firms and the general public as sources of beauty and expression as well as financial value and employment. Scholars have produced growing creative industries research, but thus far this work has been distributed across fields of business and management, economics, geography, law, or studies of individual sectors or activities like design or media. This authoritative handbook collects together the distilled knowledge of these areas into a single source. It first addresses fundamentals of how creativity occurs in individuals, teams, networks and cities, then covers perspectives on how this creativity is realised as various kinds of value through work, entrepreneurs, symbolism, and stardom. The organisation of creative industries is then reviewed such as project ecologies, events, genres and user innovation. Social and economic structures and activities such as sunk costs, spillovers, brokerage and disintermediation are reviewed, and finally the Handbook addresses policy and development, examining the changing landscapes of copyright protection as well as the emerging economies forming new centres of creative industry through global value chains.This is a comprehensive reference work with twenty-seven chapters by leading international experts.
Mats Alvesson, Todd Bridgman, and Hugh Willmott (eds)
The Oxford Handbook of Critical Management Studies provides an overview of theoretical approaches, key topics, issues, and subject specialisms in management studies, as well as a set of reflections on the progress and prospects of Critical Management Studies (CMS). CMS has emerged as a movement that questions the authority and relevance of mainstream thinking and practice. Critical of established social practices and institutional arrangements, it challenges prevailing systems of domination and promotes the development of alternatives to them. CMS draws upon diverse critical traditions. Of particular importance for its initial articulation was the thinking of members of the Frankfurt School of Critical Theory. From these foundations, CMS has grown into a pluralistic and inclusive movement incorporating a diverse range of perspectives ranging from labour-process theory to radical feminism. In recent times, a set of ideas broadly labelled ‘poststructuralist’ has been developed to complement and challenge the insights of Critical Theory, giving new impetus for scholars seeking to challenge the status quo and articulate a more inclusive and humane future for management practice. The authors are all specialists in their respective fields and share a concern to interrogate and challenge received wisdom about management theory and practice. The CMS movement has grown rapidly – its ever-increasing theoretical and geographical diversity and its outreach into the public sphere. In addition to UK contributors, where CMS has developed most rapidly, there is strong representation from North American contributors, as well as from areas where CMS has taken hold more recently, such as Australasia.
Regine Bendl, Inge Bleijenbergh, Elina Henttonen, and Albert J. Mills (eds)
Diversity and its management has become a feature of modern and postmodern organizations. Different practices have spread around the globe focusing on the organizing and management of inclusion and exclusion of persons and identities based on different genders, sexual orientations, racial and ethnic backgrounds, ages, and (dis)abilities, as well as religious beliefs. Different diversity dimensions are identified and different explanations provided as to how and why these dimensions should be organized and ‘managed’ professionally. The discourses of equal opportunities, gender mainstreaming, and diversity management address these inclusion and exclusion processes each in their own ways while also intersecting. However, although increasingly recognized as important, the discourses of diversity are multifaceted and not without controversy. Furthermore, diversity management discourses and practices have the potential to reproduce both inclusion and exclusion. This book covers the rich and diverse field of diversity studies in organizations in one book. It presents the foundations of organizing and managing diversities, offers multidisciplinary, intersectional and critical analyses on key issues, and opens up fresh perspectives in order to advance the diversity debate. It also inspires new debates on diversity by encouraging scholars to broaden their research agendas and assists students and scholars to increase their understanding of the field and its current discussions. The authors are leading experts in the field from all over the world.
David J. Teece and Sohvi Heaton (eds)
This handbook is currently in development, with individual articles publishing online in advance of print publication. At this time, we cannot add information about unpublished articles in this handbook, however the table of contents will continue to grow as additional articles pass through the review process and are added to the site. Please note that the online publication date for this handbook is the date that the first article in the title was published online. For more information, please read the site FAQs.
In order to make quality strategic decisions, managers need a deep understanding of industry dynamics and enterprise capabilities. In this book, we present a conceptual framework that will help executives lead their organizations in highly competitive global markets. For some, it will change frames of reference and accepted priorities in terms of what’s important for the enterprise to build, own, and manage. Management theory is young and fragmented, and generally not much of a guide for executives, except around certain narrow issues. The framework presented in this volume can be helpful with the big-picture issues. To be useful, a theoretical framework must be flexible enough to provide guidance in a variety of situations. However, the theory must not be so general that it fails to speak to practical management problems. Another useful attribute is parsimony, so that an overwhelming number of variables don’t render analysis an impossible task. This book includes a number of essays about the Dynamic Capabilities Framework (Teece et al., 1990, 1997; Teece, 2007), which increasingly provides an intellectual infrastructure for both theoretical and applied analyses of strategic management and other issues facing business decision makers. Since 2006, articles concerning dynamic capabilities have been published in business and management journals at a rate of more than 100 per year (Di Stefano et al., 2010). And an increasing number of these articles contain new empirical research validating the Dynamic Capabilities approach to competitive advantage. A broad panoply of scholars and executives are contributing to the further development of this framework. This book summarizes and integrates many of these contributions, and this introduction will introduce some of the major themes of the chapters that follow.
Adrian Wilkinson, Geoffrey Wood, and Richard Deeg (eds)
There have been numerous accounts exploring the relationship between institutions and firm practices. However, much of this literature tends to be located into distinct theoretical-traditional ‘silos’, such as national business systems, social systems of production, regulation theory, or varieties of capitalism, with limited dialogue between different approaches to enhance understanding of institutional effects. Again, evaluations of the relationship between institutions and employment relations have tended to be of the broad-brushstroke nature, often founded on macro-data, and with only limited attention being accorded to internal diversity and details of actual practice. The Handbook aims to fill this gap by bringing together an assembly of comprehensive and high quality chapters to enable understanding of changes in employment relations since the early 1970s. Theoretically based chapters attempt to link varieties of capitalism, business systems, and different modes of regulation to the specific practice of employment relations, and offer a truly comparative treatment of the subject, providing frameworks and empirical evidence for understanding trends in employment relations in different parts of the world. Most notably, the Handbook seeks to incorporate at a theoretical level regulationist accounts and recent work that link bounded internal systemic diversity with change, and, at an applied level, a greater emphasis on recent applied evidence, specifically dealing with the employment contract, its implementation, and related questions of work organization. It will be useful to academics and students of industrial relations, political economy, and management.
Anuradha Basu, Mark Casson, Nigel Wadeson, and Bernard Yeung (eds)
The Oxford Handbook of Entrepreneurship aims to provide a comprehensive review of state-of-the-art research in entrepreneurship. The authors are all leading scholars in their field. Entrepreneurship has always been a key factor in economic growth, innovation, and the development of firms and businesses. More recently, new technologies, the waning of the old economy, globalization, changing cultures and popular attitudes, and new policy stances have further highlighted the importance of entrepreneurship and enterprise. Entrepreneurship is now a dynamic and expanding area of research, teaching, and debate. All the major aspects of entrepreneurship are covered in this book: the start-up and growth of firms; financing and venture capital; innovation, technology, and marketing; women entrepreneurs; ethnic entrepreneurs; migration; small firm policy; the economic and social history of entrepreneurship.
Jeffrey J. Reuer, Sharon F. Matusik, and Jessica Jones (eds)
Organizational collaboration has played an important role in the field of strategic management in the last couple of decades. Though the importance of collaboration to entrepreneurship might seem apparent, research on it is distributed across multiple contexts, theoretical perspectives, and units of analysis. The aim of this volume is to highlight this diversity and emphasize the important roles that collaboration plays in value creation, resource acquisition, and the development of entrepreneurial ventures. Interorganizational collaboration involves two or more independent organizations working together under an incomplete contract to accomplish certain objectives. These collaborations might take many forms, ranging from relatively informal or narrow-scope exchanges to equity partnerships. Exciting prospects exist to more explicitly link collaboration to other topics in entrepreneurship, including the creation and discovery of entrepreneurial opportunities, technology entrepreneurship, entrepreneurial decision making, and cooperative commercialization strategies. This handbook is categorized into sections that address some of the most important topics related to collaboration and connect them to unique challenges and opportunities related to entrepreneurship. In this collection of work, leading scholars take stock of the current literature and aim to advance this body of research by highlighting the role that collaboration plays in value creation, resource acquisition, and the development of entrepreneurial ventures.
Savita Kumra, Ruth Simpson, and Ronald J. Burke (eds)
This book explores how organizational processes and practices systematically work to produce gender inequities and (dis)advantage. Drawing on Sturm’s (2001) conceptualization of ‘second-generation’ gender discrimination, it looks at organizational work cultures and practices that create differences in experience and treatment between men and women. It examines some of the major theoretical developments and provides an overview of how work in gender and organizations has evolved. More specifically, it analyses the ambiguity and diversity of gendered meanings in organizations—for example, around emotionality, subjectivity, sexuality. It also considers post-feminism as a cultural frame for addressing the issue of femininity and entrepreneurship. Furthermore, it discusses gender differences in management and leadership; the different obstacles and challenges faced by managerial and professional women because of the gendered or masculine nature of organization; sexual harassment in the workplace; how men are advantaged (and women disadvantaged) in terms of their work experiences and career progress; and some of the ways in which masculinity and masculine values have been concealed in the context of managing and organizing and their implications for the experiences of women. The book also tackles the reasons why masculinities persist in management, the challenges encountered by men in a non-traditional role and the strategies adopted to manage gender and occupational identity, and the management of multinational corporations.