Professional Managers Research Articles

THE MAIN DIRECTIONS OF DEVELOPMENT OF OPERATIONAL ANAGEMENT TECHNOLOGIES IN MODERN CONDITIONS

Introduction. The innovative way of development today is considered the most rational and effective. The relevance of using modern technologies in all spheres, in particular in the operational management system, is becoming obvious. Operations management is about effectively managing any operations, but lately it has become more and more complex. The emergence of a large number of advanced technologies allows subjects to make decisions that should lead to important and strategic positive consequences for the company. However, it can cause harm, cause negative processes for internal life, affect the structure of the company. The main thing here is efficiency in managing operations of any nature. Thus, consideration of the main directions of development of operational management technologies should be highlighted as the most relevant. Methods. General scientific and special methods were used in the process of research, in particular: the analytical method was used when reviewing literary sources; the classification method made it possible to differentiate the main components of operational management; the method of description was used to give them a detailed description; the monographic method was used in the study of literary sources on the details of control elements; the system and analytical method was applied in the processing of the received information. Results. The theoretical, organizational and practical principles of the development of operational management in companies were considered in the article. It has been established that today there is a modernization and revision of a number of issues regarding the effectiveness of the production management system in companies in connection with the active transition to global criteria for the effectiveness of production management and the exit from the crisis. Directions for the development of operational management were proposed, which will make it possible to modernize the structural elements of management in the company. Discussion. The obtained recommendations can be used to improve the effectiveness of operational management, which will involve improving the methodology, developing a progressive regulatory framework, increasing the professionalism of managers in relation to management activities, which should be aimed at comprehensively solving the problems of improving the processes of development, adoption, and most importantly, the implementation of management decisions, which will directly affect the improvement of production efficiency in the future. Keywords: operational management, company, efficiency, business environment, business process.

Managerial Ability and Innovation Performance: Empirical Evidence from Chinese Manufacturing Listed Companies

[Purpose] Enterprise innovation is a necessary condition for enterprises to survive and develop in the increasingly fierce competition. However, as an important human resource, there has been a lack of relevant empirical research on the impact of managerial ability on enterprise innovation. This study investigates how managerial ability affects innovation level and innovation efficiency, and further examines the relationship between managerial ability and innovation performance in manufacturing enterprises from the aspects of patent type, property rights and industry nature.
 [Methodology] This study selects A-share manufacturing listed companies in China from 2007 to 2019 as the research sample, uses the DEA-Tobit two-stage model proposed by Demerjian et al. (2012) to measure the managerial ability, and empirically tests the impact of managerial ability on enterprise innovation performance from two aspects of enterprise innovation output and enterprise innovation efficiency.
 [Findings] We discover that the stronger the managerial ability, the lower the innovation output and the higher the innovation efficiency. Moreover, by distinguishing the patent type, property right nature and industry nature, we further find that high-ability management can improve enterprise innovation efficiency in state-owned enterprises, but it has no significant impact on enterprise innovation output. The positive effect of managerial ability on enterprise innovation efficiency is not significant in high-tech enterprises, which is inconsistent with previous experience.
 [Implications] First, taking the managerial ability as the starting point, we not only study the impact of managerial ability on enterprise innovation output, but also on innovation efficiency, which supplements and improves the existing literature on the influencing factors of enterprise innovation performance. Secondly, combined with China's institutional background, this study further discusses the influencing factors of enterprise innovation output and innovation efficiency, so as to provide empirical evidence from emerging markets for relevant research. Thirdly, with the integration of psychology, behavior, financial accounting and other disciplines, managerial ability is introduced into the research field of financial accounting, and this study provides new empirical evidence for the research on the economic consequences of managerial ability. Finally, this study can provide suggestions and decision support for manufacturing enterprises to improve innovation performance, and help to further standardize the professional manager market.

Intergenerational succession mode and selection mechanism of female successors in Chinese family businesses

This study explains the modes of intergenerational succession by female successors in Chinese family businesses and the selection mechanism. In view of the family businesses to which females (daughters) belong, this paper proposes five types of intergenerational succession modes of family businesses, namely the kindred-based succession by the daughter, kindred-based succession by others, joint succession by the daughter and her siblings, joint succession by the daughter and her husband (son-in-law), and succession by a professional manager. By means of case analysis, this study also explores the driving forces for choosing a proper model from the above five succession modes, including family structure, the father’s and business owner’s attitudes, and the daughter’s attitude toward succession, etc. This paper contributes to the domain of the intergenerational succession mode by ‘female (daughter) successors’ in Chinese family-owned businesses theoretically and practically.

HSD129 Managing Members with Complex Conditions: A Blue Cross and Blue Shield of Louisiana Program Evaluation

The Complex Case Management (CCM) program from Blue Cross and Blue Shield of Louisiana (BCBSLA) is a healthcare quality improvement program designed to incentivize providers through valued partnerships to improve quality and reduce costs for patients with complex health conditions. The CCM program assigns professional case managers to members to help assess, plan, and facilitate personal treatment options and care. The purpose of this study was to evaluate the effectiveness of the CCM program.

Local institutions and public service outsourcing: Managerial professionalism, mayoral strength, and electoral rules

AbstractThis research examines how institutional contexts matter for US municipalities' service outsourcing decisions, deriving data from the ICMA's multiple rounds of surveys concerning local institutions and service delivery choices. We focus on seven pivotal local institutions that address managerial professionalism, mayoral strength, and electoral rules. Moreover, a composite index measuring the general nature of the municipal structure on a political–administrative scale is constructed based on the local institutions examined. The empirical estimations use the existence of initiatives and popular referenda allowing citizen voters to adjust local statutes as instrumental variables for local institutions. We find that municipalities with a council‐manager municipal form, a professional manager, a weak mayor, and nonpartisan and at‐large elections of council members outsource less services. Professional managers can moderate the effects of contextual factors on government outsourcing decisions. Moreover, municipalities with a more political or a less administrative municipal structure outsource a larger portion of services.

THE CURRENT MANAGEMENT MODEL IN THE KAZAKH THEATER

Annotation: Nowadays, the relevance of proper management is enhanced in each of the art forms. In the world of art studies, management and marketing is an important and promising subject for researchers. Including the constantly transforming theatrical art in accordance with the modern management system. In this article, the possibilities of using general methods of management of theatrical art are investigated. It was considered that marketing activity existed in the domestic theater for a long time and it developed together with the development of the Kazakh theater. Currently, lots of works are being carried out constantly on the development of national dramaturgy, strengthening the repertoire policy, increasing the artistic level of plays and attracting the audience to the theater. In this article it was noted that the development of the domestic theater has already developed its own management system and it still continues to function. Also we have conducted a comparative analysis of the principles and effective methods of the Kazakh Theater managers in accordance with modern requirements.The ways of introducing the necessary professional management systems for the growth of modern state theaters and the possibilities of updating general management methods depending on the characteristics of theatrical activity are discussed. The reasons of difficulties for Kazakh theaters to follow modern world trends due to the lack of professional managers who are capible to work with specific projects are revealed. It was clearifid that for effective planning of the theater’s activities it is necessary to improve the goals, objectives, and means of implementing its development. In order to effectively implement the creative product, a theoretical analysis was carried out. The work of the theater will not be effective without the participation of theater managers in matters of preliminary marketing, organization of creative works, search for sources of financing, strengthening advertisement of performances and attracting new viewers.

Qualities Required for Accounting Professionals from the Perspective of Capitalizing the Accounting Information

Abstract Often, the relationship between professional accountant and manager works on the principle “I offer you if you ask” but, in our opinion, a good professional is the one who knows how to emphasize the need to “request”. Thus, in order to have this capacity, professional training is not enough but it requires many other qualities of the accounting team, namely the ability to perceive and act very quickly, adaptability, creativity (not in a negative sense), teamwork, ability to learn etc. In this context, the paper aims to analyze the perception of managers regarding the qualities needed by professional accountants from the perspective of capitalizing the accounting information.

Socioeconomic risk factors of hypertension and blood pressure among persons aged 15-49 in Nepal: a cross-sectional study.

ObjectivesThis study estimated the prevalence of hypertension, in accordance with the American College of Cardiology and American Heart Association’s 2017 guidelines, and examined the association between various socioeconomic factors and systolic blood pressure (SBP), diastolic blood pressure (DBP) and hypertension.Setting and designWe used nationally representative data from the 2016 Nepal Demographic and Health Survey. Multivariate analysis was used to study the association of hypertension with socioeconomic factors: logistic regression was used for hypertension and linear regression was used for DBP and SBP.ParticipantsOur sample consisted of 9827 adults between the ages of 15 and 49 years.ResultsThe prevalence of hypertension was 36%. The mean DBP and SBP were 76.4 and 111.5, respectively. Janjatis (adjusted OR (AOR): 1.34, CI: 1.12 to 1.59), Other Terai castes (AOR: 1.38, CI: 1.03 to 1.84), Muslim and other ethnicities (AOR: 1.64, CI: 1.15 to 2.33) and Dalits (AOR: 1.26, CI: 1.00 to 1.58) had higher odds of hypertension. Individuals employed in professional, technical and managerial professions collectively (AOR: 1.62; CI: 1.18 to 2.21) also had higher odds of hypertension. Moderately food insecure household had lower odds of hypertension (AOR: 0.84; CI: 0.72 to 0.99) compared with households with no issue of food insecurity. Results were similar for SBP and DBP. When stratified by sex, there were differences mainly in terms of occupation and ethnicity.ConclusionThere are substantial disparities in hypertension prevalence in Nepal. These disparities extend across ethnic groups, occupational status and food security status. Differences also persist across different provinces. As hypertension continues to be increasingly more significant, more research is needed to better understand the disparities and gradients that exist across various socioeconomic factors.

Long-Term Relationships Between Mutual Funds and Equity Market

Abstract Investment funds are an attractive form of investment, especially for those investors who do not want to invest on their own, but rather entrust their funds to professional managers. However, the question arises as to whether the fund managers can diversify the asset portfolio, or whether it is only a passive investment policy that largely imitates the stock market index. In this context, it becomes important to examine the long-term relationships between open-ended equity funds and the funds’ benchmarks (stock exchange indices). This study analyses series of weekly quotations for 15 FIOs and 4 indices of the Warsaw Stock Exchange (WSE) from 2004 to 2021. The Johansen method was used as the main tool. The results indicate a lack of long-term relationships between the quotations of the selected indices and the valuation of the vast majority of funds. This result may be due to the analysis covering quite a long period in which the stock exchange situation changed more than once. In the long-term, this may result in disturbances of the long-term balance to such an extent that the relation can no longer return to its long-term path, so the vast majority of the analysed funds do not follow the indices (their benchmarks). This observation can apply to both developed and emerging capital markets.

Manufacturing Managerial Compliance: How Firms Align Managers with Corporate Interest

Although the domain of labour process research is vast, few studies analyse compliance among managers. This article advances a neglected strand of analysis, focusing on how firms shape managerial actions. Organizational goals, such as downsizing, intensification, and reskilling, demand that professional managers cooperate and act in accordance with firm objectives, at times even at personal cost to themselves. To theorize this, I use the case of information technology (IT) firms in India that recently shed a large number of managerial jobs, fostering an environment of insecurity. Those who lost their jobs were positioned between lower-level employees and top management. Drawing on qualitative fieldwork, I contribute a two-part framing that theorizes the dualities of the managerial subject position and how it is instrumentalized. The article foregrounds the intersection of managerial insecurity and managerial hierarchy, emphasizing how firms utilize these to meet organizational goals.

Contribution of hotels’ revenue management for supply chain sustainability

Revenue management (RM) on chain hotels versus independent hotels intends to create value for the activity, manage revenue, and control costs for profit efficiency. The article presents a simplified analysis of its management that intends to benefit suppliers, hotels, and hotels' level of service and how it is being seen nowadays. There was drawn a research question in this study: to understand how it is perceived the impacts of RM on supply chain management (SCM)? This essay aims to bring a two-ways input (from and to), hotel managers, hotel professional revenue managers, and supply chain managers. Due to the pandemic, all data for forecasting and analysis have been reconsidered because they cannot be related to further implications caused by the market changes and guests' behaviors, making this research relevant at this period.

Will the "Prosperity of the Population and Son" Affect the Hiring of the "Shopkeeper"?-Research on Succession Decisions of Actual Controllers in Chinese Family Firms.

“The prosperity of the population and son, the prosperity of the country” means that the more family members and male offspring, the more stable and prosperous the family foundation of future generations. This concept is deeply engraved in China’s traditional culture, and affects the behavior and decision-making of the actual controller as a parent. Chinese family enterprises are facing urgent problems such as power transfer and leader replacement. Although some studies have paid attention to the relationship between children’s characteristics and enterprise inheritance, they have not connected this relationship with the internal mechanism of successor selection. The existing theoretical research lacks in-depth analysis of the influence mechanism of children’s characteristics on professional manager appointment. Therefore, we attempt to make up for this deficiency. Based on this, we take Chinese family listed companies from 2009 to 2019 as a sample to test the impact of the number and the gender structure of actual controllers’ children on family enterprises’ professional management. The study found that the number of children, especially the number of sons, will inhibit the professional operation of enterprises. This conclusion is still true after the robustness test. Further research found that compared with daughters, sons have a more significant impact on professional management. At the same time, the greater the ownership proportion of the actual controller, the stronger the correlation between children’s characteristics and professional management. We not only studied the influencing factors of enterprise succession from the perspective of children’s characteristics, but also enriched the organization theory in the context of family business, which is helpful to promote the benign evolution and healthy and sustainable development of enterprises.

The locally managed agrarian transition in China: Land shareholding cooperatives and the agricultural co-management system in Chongzhou, Sichuan

ABSTRACT China is undergoing a rapid agrarian transition from dispersed household farming to large-scale, mechanized, and commercialized agricultural production, while retaining collective rural land ownership. Reforms have encouraged transfers of rural land to new subjects of agriculture including agribusinesses, family farmers, and cooperatives, leading to capitalist dynamics in agriculture both from above and from below. Central-state pressure to scale up and modernize agriculture has led local governments to engage in creative experimentation with new institutional forms. This article investigates one such innovation, which has been widely lauded as an important model: the creation of an “agricultural co-management system” in Chongzhou City, Sichuan province, which combines land shareholding cooperatives (LSCs), the hiring of new professional farm managers for the LSCs, and state-provided agricultural services aimed at modernization. We demonstrate that the Chongzhou government’s experimentation arose from political economic incentives to capitalize and modernize agriculture as well as the locally specific circumstances of the failure of a dragonhead enterprise. Examining the three components of the agricultural co-management system in depth, we argue that it has deepened rural differentiation through a process of state-led accumulation, and that the continued scaling up of LSCs in the context of a new modern agricultural functional zone threatens to further erode shareholder control. These LSCs, set within the agricultural co-management system, are a new subject of agriculture that combine elements of capitalization from above and below.

Is disability more discriminatory in hiring than ethnicity, address or gender? Evidence from a multi-criteria correspondence experiment

In this paper, we conduct a multi-criteria correspondence test to assess the extent of discrimination in access to employment against candidates with a hearing disability and compare it to three other potential grounds for discrimination: ethnicity, place of residence and gender. From October 2019 to February 2020, we sent 2315 applications to 463 job vacancies in the Paris region in France for two occupations, administrative managers and caregiver assistants, in both the private and public sectors. We find that discrimination on the grounds of disability is similar in scope to that found on the grounds of ethnicity in the profession of administrative manager, but discrimination against the disabled candidate is half that experienced by the North African candidate in the profession of caregiver assistant. Moreover, discrimination on the grounds of disability is twice as high in the profession of caregiver assistant, a role which requires more interaction with public, as in the profession of administrative manager. We do not find any evidence of a difference in callback rates based on place of residence or gender. Finally, we cannot conclude that hiring discrimination is systematically lower in the public sector than in the private sector, nor that being eligible for a public subsidy reduces hiring discrimination against the disabled candidate.

The new regulation of professional trustees in Switzerland

Abstract The Swiss federal legislator adopted a new federal act on financial institutions (FinIA).1 This legislation came into force on 1 January 2020. It subjects professional trustees and wealth managers to a new licensing and supervisory regime. This law affects not only Swiss institutions, but also foreign institutions operating in Switzerland, whether through a subsidiary, a branch or a representative office. We are approaching the end of the three-year transitional period (from 1 January 2020 to 31 December 2022) during which the institutions concerned must comply with the new legal requirements. This article analyses the scope of the new authorisation and supervision regime, the obligations of professional trustees under the new regulation, the new system of supervision of trustees, the specific rules applying to Swiss branches or representative offices of foreign trustees, the sanctions in case of infringement of obligations and the transitional provisions. This article is mainly addressed to trustees, but the new regulation also applies to professional wealth managers.

Addressing the Mental Health Crisis: The COVID-19 Pandemic's Escalating Impact on Behavioral Health

Jared Young, PsyD, CAADC, LCSW, CCM, is the 2021–2022 Chair of the Commission for Case Manager Certification (CCMC), the first and largest nationally accredited organization that certifies more than 50,000 professional case managers and disability management specialists with its CCM and CDMS credentials. He is the founder and practitioner of an outpatient behavioral health practice in Camp Hill, PA, and has more than 20 years of clinical experience in mental health and substance abuse treatment, and behavioral health and physical health managed care. Address correspondence to Jared Young, PsyD, CAADC, LCSW, CCM, Commission for Case Manager Certification, 1120 Route 73, Ste 200, Mount Laurel, NJ 08054 ([email protected]). The author reports no conflict of interest.

Putting a Face on Social Determinants of Health.

Ellen Mitchell, MA, RN, CCM, is the Director for Industry Relations for the Commission for Case Manager Certification (CCMC), the first and largest nationally accredited organization that certifies more than 50,000 professional case managers and disability management specialists with its CCM and CDMS credentials. Ellen has more than 25 years of experience in the field of hospital case management and has presented nationally on topics of interest to the specialty. Ellen holds a master's degree in Acute Care Nursing. Address correspondence to Ellen Mitchell, MA, RN, CCM, Commission for Case Manager Certification, 1120 Route 73, Ste 200, Mt. Laurel, NJ 08054 ([email protected]). The intent of this column is meant to speak to the heart of case management: our joys, our struggles, and our lessons learned. Please send your thoughts and ideas to us so we may include them in future articles. Teri Treiger at: [email protected] The author reports no conflicts of interest.

«Люблю решать сложные задачи». Как оценивают себя в профессии менеджеры по персоналу (результаты опроса)

The article presents the results of a study of the professionalism of personnel managers of domestic companies. Studied their perception of themselves as a professional and their own attitude to the chosen profession; specifics of professional communication and lifestyle; understanding the social and personal significance of the profession; personality changes under the influence of the profession, belonging to a professional culture. The study showed an understanding of the value to the chosen profession, a positive assessment of the respondents to their profession and the way of life associated with it, prevailing positive emotions in relation to their profession. The profession is attractive for respondents not only in material terms. In general, the respondents believe that it has a positive impact on their personality. Socio-psychological characteristics dominate in the structure of the respondents' professionally important qualities. In general, the HR managers we interviewed consider themselves professionals, while admitting a lack of knowledge for the implementation of their functional tasks.

Codes of ethics for the profession of the HR manager

The focus of the article is on the problems of ethical regulation of professional activities of an HR manager. The purpose of the article is to explicate the ethical principles and norms of the professional activity of a personnel management specialist through the analysis of the ethical codes of HRM. Professional processes in personnel management are considered in the broad context of ethical transformations in the economy and the industrial revolution 4.0 / 5.0, including through an appeal to the phenomenon of new ethics, which causes serious changes in the value bases of business processes. Conflicts and difficulties are identified in theoretical research, real practices of moral and value regulation in professional HRM communities. The article presents the results of a theoretical study of the topic: the definition of the category "ethical code of the profession" is given, its components are shown, and possible grounds for the typology of ethical codes are highlighted. Based on the analysis of the codes of professional associations (AHRI, CIPD, CPHR, SHRM), the regulatory principles and norms that organize the activities of HRM are explicated; the conclusion is made about the value of ethical codes as a form of recognition of the dignity and reputation of the profession associated with human resource management. The semantic core of the HRM Code of Ethics is: its structure (built around the principles of professional ethics, articulates a system of requirements and norms, designates the area of responsibility); the principle of professionalism as the core of the ethical regulation of professional relations in personnel management (high competence combined with responsibility); the values of the first order (honesty, justice, legality, confidentiality, inclusiveness and tolerance) are highlighted, their connection with the processes of ethical transformation of the information society is shown.

The influence of follower orientation on follower behaviour in the leadership process

Orientation: Whilst extensive literature is available on leadership, followership is under-researched. This study, therefore, pays attention to specific follower behaviours that can influence the leadership process and follower behaviours that are passive.Research purpose: This study offers deeper insights into followership behaviours and their influence on the leadership process.Motivation for the study: By extending the original research in China of Carsten, Uhl-Bien and Huang on followership, the current study endeavours to apply these existing scales in a different cultural setting. The study investigated the relationship between followers’ orientation, namely proactively identifying problems or passive role orientation and their voice behaviour and upward delegation.Research approach/design and method: Primary data on followership orientation and behaviour were gathered from 287 surveyed respondents across different industries in South Africa, correlation tests and multiple regression methods were used.Main findings: The results show that the perception of followers that they need to proactively identify problems (co-production orientation) is positively associated with the tendency of followers to communicate their opinions on work issues. The perception of followers that they do not need to be involved in decision-making is negatively associated with voice behaviour.Practical/managerial implications: Managers and human resources professionals should consider assessing employees’ followership orientation during recruitment and selection. Employee development programmes should also focus on reorienting employees towards constructive followership, characterised by co-creation of solutions, which actively contributes towards effective leadership processes.Contribution/value addition: This study spanned across industries and uniquely shows the importance of role orientation of followers and how the traditional approach of focusing on leadership development might have negatively influenced followers’ perception of their roles.