Business School_Response To Request for Syllabi/Information About Pandemic-Related Courses and Activities Email

Email thread of the response from the Maine School Business to the request for syllabi/information about pandemic-related courses and activities from the Provost Office. Content was submitted by Patti Miles, Associate Professor of Management, Maine Business School, University of Maine to Niclas Erhardt, Associate Dean, Maine Business School, University of Maine. Professor Miles had incorporated the COVID-19 pandemic into assignments for her BUA 101 and BUA 601

Business School_Response To Request for Syllabi/Information About Pandemic-Related Courses and Activities Email

Email thread of the response from the Maine School Business to the request for syllabi/information about pandemic-related courses and activities from the Provost Office. Content was submitted by Claire Y.C. Liang, Assistant Professor of Finance, Maine Business School, University of Maine to Niclas Erhardt, Associate Dean, Maine Business School, University of Maine

Business School_Response To Request for Syllabi/Information About Pandemic-Related Courses and Activities Email

Email thread of the response from the Maine School Business to the request for syllabi/information about pandemic-related courses and activities from the Provost Office. Content was submitted by Tracy B. Bigney, Cooperating Instructor, University of Maine to Niclas Erhardt, Associate Dean, Maine Business School, University of Maine

Business School_Response To Request for Syllabi/Information About Pandemic-Related Courses and Activities Email

Email thread of the response from the Maine School Business to the request for syllabi/information about pandemic-related courses and activities from the Provost Office. Content was submitted by John N. Angelis, Visiting Assistant Professor of Operations Management, University of Maine to Niclas Erhardt, Associate Dean, Maine Business School, University of Maine

Diversity at organizational levels: the effect of executive board of directors and corporate officers diversity on performance

The research of diversity effects on performance shows the need to go beyond individual or group level of analysis and to include the organizational levels of analysis. In light of current evidence that shows a positive effect of diversity on innovation and creativity performance at group levels, this study hypothesized that other performance measures may also be positively correlated at organizational levels. This relationship was examined by using 1993 and 1998 financial data and diversity representation (average between 1997 and 1998) from 127 large US companies. Two performance measures (return on asset and investment) were correlated with executive board of director and corporate officer diversity (race and gender). This statistical analysis indicated that executive board of director and corporate officer diversity are positively correlated with organizational performance. The discussion addressed: first, the advantage of organizational level of analysis over the individuals and groups approach; and second, the implications for human resources management and a need to develop a theoretical framework for diversity\u27s effect on performance

Aunando colaboración con una gestión más eficaz. Comentario del artículo de Heckscher y Martín-Ríos

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Board of Director Diversity and Firm Financial Performance

This study examines the relationship between demographic diversity on boards of directors with firm financial performance. This relationship is examined using 1993 and 1998 financial performance data (return on asset and investment) and the percentage of women and minorities on boards of directors for 127 large US companies. Correlation and regression analyses indicate board diversity is positively associated with these financial indicators of firm performance. Implications for both strategic human resource management and future research are discussed

MBS Connects, Spring 2018

MBS Connects. University of Maine Contents ON THE COVER Faculty growth: Four new faculty members, p 4 FACULTY SPOTLIGHT MBS student, faculty awards, p 6 Faculty briefs, p 8 Cintia Miranda, p 9 Sebastian Lobe, p 10 FROM THE CLASSROOM MBS Trip to UK, p 20 ETF Competition, p 22 STUDENT SPOTLIGHT SPIFFY wins competition, p 2 Tyler Cote, p 3 Dillon Toothaker, p 7 John Laperle, p 12 Abby Bennett, p 13 Laura Nicolo, p 14 Kaitlynn Leonard, p 15 Student, alumni mixer, p 21 Etiquette dinner, p 23 Kirsten Johnson, p 24 December 2017 graduates, p 24 ALUMNI SPOTLIGHT Jake Wildes, p 11 Katelynn Ronan, p 11 Steve Harth, p 16 Mike Seile, p 17 Brady Davis, p 18 Logan Crone, p 19 Darren Lieu, p 21 Shannon Byers, p 2

Cross-Boundary Coordination Under Organizational Stress: Communication Patterns and Resilience

Coordination is one of the key activities that organizations must carry out on a day-to-day basis to maintain reliable performance in the face of changing conditions. When organizations come under stress it is important that they continue to maintain high levels of coordination. Yet extensive evidence suggests that organizations and individuals within them respond differently to stress, in ways that are sometimes functional and sometimes dysfunctional. We study the Continental air control tower in Newark that was built to co-locate representatives from key airline functions and key external parties in order to facilitate communication among them. Initial research was based on informal interviews and site visits, as well as secondary analysis of company documents and industry reports. In addition, using communication network data, we explore how cross-boundary coordination occurs under conditions of predictable and unpredictable stress, and how co-location can facilitate adaptation to changing conditions

Diversity at organizational levels: the effect of executive board of directors and corporate officers diversity on performance

The research of diversity effects on performance shows the need to go beyond individual or group level of analysis and to include the organizational levels of analysis. In light of current evidence that shows a positive effect of diversity on innovation and creativity performance at group levels, this study hypothesized that other performance measures may also be positively correlated at organizational levels. This relationship was examined by using 1993 and 1998 financial data and diversity representation (average between 1997 and 1998) from 127 large US companies. Two performance measures (return on asset and investment) were correlated with executive board of director and corporate officer diversity (race and gender). This statistical analysis indicated that executive board of director and corporate officer diversity are positively correlated with organizational performance. The discussion addressed: first, the advantage of organizational level of analysis over the individuals and groups approach; and second, the implications for human resources management and a need to develop a theoretical framework for diversity's effect on performance.</p