Discussion Post Response

Issa

Calabrese, A., Costa, R., Levialdi, N., & Menichini, T. (2019). Integrating sustainability into strategic decision-making: A fuzzy AHP method for the selection of relevant sustainability issues. Technological Forecasting and Social Change, 139, 155-168.doi:10.1016/j.techfore.2018.11.005

Calabrese, Costa,  Levialdi, & Menichini, T. (2019). Conducted a research study to examine the integrating sustainability into strategic decision making through the application of the fuzzy Analytic Hierarchy Process (AHP) method for selecting those sustainability issues that are most relevant for creating shared value for both business and society. Calabreseet al stated that the  United Nations aspirational agenda for sustainable development was for the shared efforts of governments, business sector, society and stakeholders to promote prosperity while protecting the planet. The authors expressed that from the business perspective, the joint pursuit of both durable competitive advantages and long-term benefits for society are not just the result of companies' reactions to goals of institutions or demands of stakeholders, rather, they depend on a holistic integration of sustainability in companies' strategic decision-making. Calabreseet al argued that the (AHP) method for  selecting those sustainability can be an effective strategies for creating shared values for both business  and society which should be the focus of strategic planning and management ,and also to be usefulness managerial tool for strategic decision makers. 

Culyer, A. J., & Chalkidou, K. (2019). Economic Evaluation for Health Investments En Route to Universal Health Coverage: Cost-Benefit Analysis or Cost-Effectiveness Analysis?. Value in Health, 22(1), 99-103.doi: 10.1016/j.jval.2018.06.005

 

Culyer  & Chalkidou, K. (2019). Conducted a quantitative research study on economic evaluation for health investment en route to universal health coverage to assess whether cost benefit analysis (CBA) or cost effectiveness analysist to be preferable analytical toolkit for use in health technology assessment(HTA).Culyer & Chalkidou stated that  there was conflictual  preference for  CEA   and CBA in many country including  in the USA and, the Harvard-based group. Culyer  & Chalkidou noted that the use of  cost-benefit analysis rather than the more usual  cost-effectiveness  analysis be an improvement investment strategies specifically in appraising health and health-related investments in low and middle-income countries (LMICs) which  are   transition ing  to Universal Health  Coverage .

Gentile‐Lüdecke, S., Halaszovich, T., & Lundan, S. (2019). What role does CEO vision play in the internationalization process of firms? Evidence from the banking sector in Africa. Thunderbird International Business Review, 61(1), 13-27.doi:10.1002/tie.21958

Gentile‐Lüdecke,  Halaszovich, & Lundan. (2019). Conducted a research study to examine the role of CEO’ vision plays in internationalization of a firm. Gentile‐Lüdecke,  Halaszovich, & Lundan. (2019) based this study on   the cross-border expansion examination of four major African banks from 1988 to 2014 in order to investigate the role of CEO vision in influencing their international investment decisions. The authors  approach was  complemented by a quantitative analysis that examines the multiple factors influencing internationalization patterns. Gentile‐Lüdecke,  Halaszovich, & Lundan expressed that  the  both types of analysis indicate that the vision of the CEO matters, and was  a key factor in explaining the accelerated internationalization of three of the four banks examined in this study. The authors concluding that these  results stressed the need for considering managerial decision making in international resource commitment decisions, particularly in an emerging market context, where a shared developmental vision might be shaping the behavior of the entrepreneurs.

Issa

The significance of the Study 

Findings from this research study are significant to the enhancement of the investment industry by providing investment professionals in the Northeastern region of the United States an effective strategies method for increasing investment returns. The strategic  investment decision-making processes strategies have been a very challenging issue in the sustenance of investment industry performance. Many investment companies have lost their identity or liquidated their assets due to the misunderstanding of investment decision-making processes strategies(Jensen and Maheu,2018).This  research study is significant to investment  practice which  may provide a practical model for understanding better the relationship between strategic investment decision making processes strategies for increasing investment return and investment performance.  A significant strategic investment decision making processes strategies  model can aid and support investment  leaders in improving investment decision making processes strategies , and more important, increasing investment return and performance. The implications for positive social change include to potential provide significant strategic investment decision making processes strategies knowledge and to investment leaders  to conduct effective investment decision making processes strategies to increasing investment return  and performance. References

Jensen, M., & Maheu, J. (2018). Risk, Return and Volatility Feedback: A Bayesian Nonparametric Analysis. Journal of Risk and Financial Management, 11(3), 52.doi: 10.3390/jrfm11030052

NeEma

Here is my first attempt at synthesis of the theoretical framework:

The theory that will be used in this study is attitude theory. One of the first theorists to address attitude theory was Katz (1960, as cited in Carpenter, 2012), who said that attitudes serve people’s goals (Carpenter, 2012). The theory has been used to examine various constructs in the field of employee engagement, which include (a) employee engagement, (b) organizational commitment, (c) work engagement, (d) job satisfaction, (e) organizational commitment, and (f) organizational citizenship (Witemeyer, 2013). This study examines the relationship between employee engagement, productivity and profitability. Based on attitude theory I expect the independent variables in this study (employee engagement and productivity) measured by Job Attitude Strength (JAS) to explain employee engagement, because job attitudes determine behavior (Schleicher et al., 2015). Witemeyer (2013) argued that no theory is as compelling in the employee engagement literature, as attitude theory. Theories in employee engagement include social exchange theory (SET) and Trait theory. 

Reference

Carpenter, C. (2012). Functional attitude theory. In J. P. Dillard & L. Shen The SAGE handbook of persuasion: Developments in theory and practice (pp. 104-119). Thousand Oaks, CA: SAGE Publications, Inc. doi: 10.4135/9781452218410.n

Schleicher, D. J., Smith, T. A., Casper, W. J., Watt, J. D., & Greguras, G. J. (2015). It’s all in the attitude: The role of job attitude strength in job attitude–outcome relationships. Journal of Applied Psychology, 100(4), 1259–1274. doi:10.1037/a0038664

Witemeyer, H. A. (2013). Employee engagement construct and instrument validation [doctoral dissertation]. Georgia State Unviersity. Retrieved from http://scholarworks.gsu.edu/bus_admin_diss/17 

Chen

Corporate Ethics and Culture

Ethic is a complex issue that arises from people who live together and treat each other (Greenwood & Freeman, 2018). Corporate ethics is an invisible constraint on corporate management that potentially affects the development of companies and businesses, and it is broader and longer-lasting than actual financial controls and even legal methods. The leader of an insurance company has a responsibility to prevent unethical behavior of the organization, because immoral or ugly issues will lead to organizational crisis and collapse, and will also result in greed, selfishness and awkward corporate culture (Munro & Thanem, 2018). Insurance agents and brokers directly contact customers on behalf of insurance companies, so the guiding mistakes are implicit moral deficiencies, and deliberate deception is contrary to professional ethics. Enterprise services must require employees to treat everything with empathy and ethics in every interaction with the customers, so the human resource department should implement training ethics policies and practices to develop into a code of conduct for employees (Markovic, Iglesias, Singh, & Sierra, 2018).

Moreover, corporate ethical values are the process and outcome of organizational ethical behavior and part of the organization's core values. In practice, the structure of corporate ethical values should be a complete form of employee ethics, enabling employees to obtain correct and erroneous behaviors and practices from the organization's ethical value system, as it helps to establish normative employee standards (Sharma, 2018). For insurance companies, a large number of insurance agents and brokers must be managed, and only when the personal values of most insurance agents and brokers within the company tend to be the same, the values of the entire enterprise may be formed. However, the pursuit of economic profit is an essential goal of business activities and to ensure the survival and development of enterprises. Therefore, corporate ethics can also arouse and motivate the professional enthusiasm of all agents and brokers to achieve the best goal of improving economic efficiency. Besides, an excellent organizational ethical environment helps to develop outstanding agents and brokers, because ethics has a positive impact on teamwork if agents and brokers can perceive the support of colleagues, in addition to achieving sales targets and maintaining salespersons job satisfaction (Itani, Jaramillo, & Chonko, 2019).

References

Greenwood, M., & Freeman, R. E. (2018). Deepening ethical analysis in business ethics. Journal of Business Ethics, 147(1), 1–4. http://dx.doi.org/10.1007/s10551-017-3766-1

Itani, O. S., Jaramillo, F., & Chonko, L. (2019). Achieving top performance while building collegiality in sales: It all starts with ethics.  Journal of Business Ethics, 156(2), 417–438. http://dx.doi.org/10.1007/s10551-017-3598-z

Markovic, S., Iglesias, O., Singh, J. J., & Sierra, V. (2018). How does the perceived ethicality of corporate services brands influence loyalty and positive word-of-mouth? Analyzing the roles of empathy, affective commitment, and perceived quality. Journal of Business Ethics, 148(4), 721–740. http://dx.doi.org/10.1007/s10551-015-2985-6

Munro, I., & Thanem. T. (2018). The ethics of affective leadership: Organizing good encounters without leaders. Business Ethics Quarterly, 28(1), 51–69. http://dx.doi.org/10.1017/beq.2017.34

Sharma, D. (2018). When fairness is not enough: Impact of corporate ethical values on organizational citizenship behaviors and worker alienation. Journal of Business Ethics, 150(1), 57–68. http://dx.doi.org/10.1007/s10551-016-3107-9

Thomas

Annotated Bibliography

Bande, B., Fernández-Ferrín, P., Varela, J. A., & Jaramillo, F. (2015). Emotions and salesperson propensity to leave: The effects of emotional intelligence and resilience. Industrial Marketing Management, 44, 142–153. doi:10.1016/j.indmarman.2014.10.011

Emotions represent a powerful psychological force that can significantly influence the behavior and performance of salespeople. Sales turnover is important in relation to sales management due to the nature of sales positions, their historically high turnover levels, and the difficulty involved in filling them. The authors studied salesperson propensity to leave their organization, both directly and indirectly, through their impact on work–family conflict and emotional exhaustion. The effect of servant leadership observed by salespeople on the relationship between emotional exhaustion and intention to leave is also addressed 209 salespeople from 105 enterprises from various industries were collected. The data highlights the importance of encouraging the development of emotional skills as a way of alleviating work stress and reducing salesperson turnover. Additionally, the results affirmed the contribution of servant leadership towards reducing the effect of emotional exhaustion on salesperson intention to leave.

Echchakoui, S. (2017). Effect of salesperson personality on sales performance from the customer’s perspective: Application of socioanalytic theory. European Journal of Marketing, 51(9), 1739–1767. doi:10.1108/EJM-03-2016-0147

The author explored factors of salesperson social reputation and performance in relationship marketing. A questionnaire was used to gather data from 233 customersof 44 personal finance advisors at five banking agencies in Canada. Results indicated that the relationship between perceived stability and salesperson performance is partially mediated by salesperson overall equity. The author encouraged sales managers to pay attention to salespersons' equity development as well as their performance. Sales managers should support and monitor salespeople with regard to improving their social status as well as their social popularity in their interactions with customers.

Wells, R., Ham, R., & Junankar, P. N. (Raja). (2016). An examination of personality in occupational outcomes: antagonistic managers, careless workers and extraverted salespeople. Applied Economics, 48(7), 636–651. doi:10.1080/00036846.2015.1085636

Wells, Ham and Junankar investigated the role of personality in the sorting of individuals between a number of occupations and noting different conditioning variables. The authors employed the ‘five-factor model’ used a data set from the Household Income and Labour Dynamics in Australia (HILDA) survey. Personality effects were found to be significant and persistent across all occupations. The personality effects almost equivalent to determining occupation and traits to that of education credentials. These personality effects include but are not limited to managers being less agreeable and more antagonistic; labourers being less conscientiousness; and salespeople being more extraverted.