Sector firm and management performance in The Netherlands : the role of national governance and institutions

Paper presented to the fourth EMOT-workshop, theme 1, Economic performance outco- 1 mes in Europe, Berlin, January 30-February 1, 1997 This paper discusses performance characteristics and differences at three levels: at sector, firm and top management level. First, it explores the extent to which the particularities of the Dutch business system history influence the economic performance of different types of firms and sectors in the Netherlands. Elaborating on earlier work on the Dutch business system (Iterson and Olie, 1992; van Dijk and Punch, 1993: Sorge and Iterson, 1995, Iterson, 1997), it will be hypothesised which sectors and types of firms will prosper in the socio-institutional context and which sectors and types of firms will not. For instance, it will be brought forward that the agricultural sector, the mineral fuels and chemicals sector, the foods and detergents sector, the transport and transshipment sector and the financial services sector have emerged in a favourable socio-institutional context whereas the steel and the car sector have not. As to different types of firms, it will be brought forward that family-owned and state-owned companies are much less dominant in the Netherlands than public limited liability companies. At firm level, special attention will be given to the large multinational corporations, such as the Royal Dutch Shell Group, Unilever, AKZO, DSM and Philips. Secondly, the socially constructed managerial capabilities and discretion - again, related to economic performance - will be explored in this paper. They are to be understood as an outcome of the idiosyncratic formation of social groups in the Netherlands and the related emergent governance principles (Cf. Kristensen, 1995), which is known as `pillarisation''.management and organization theory ;

The national specificity of top management teams

The authors examine top management performance in modern corporations operating in market economies. They analyse the national differences between institutions of formal company management, the value and competence systems of top managers as well as prevailing decision making practices. In their view, there is a clear difference in the power and strategies of managerial teams, reflecting the market and company differences between countries

When Task Conflict Becomes Personal: The Impact of Perceived Team Performance

Although potentially beneficial, task conflict may threaten teams because it often leads to relationship conflict. Prior research has identified a set of interpersonal factors (e.g., team communication, team trust) that help attenuate this association. The purpose of this article is to provide an alternative perspective that focuses on the moderating role of performance-related factors (i.e., perceived team performance). Using social identity theory, we build a model that predicts how task conflict associates with growth in relationship conflict and how perceived team performance influences this association. We test a three-wave longitudinal model by means of random coefficient growth modeling, using data from 60 ongoing teams working in a health care organization. Results provide partial support for our hypotheses. Only when perceived team performance is low, do task conflicts relate with growth in relationship conflict. We conclude that perceived team performance seems to enable teams to uncouple task from relationship conflict

Everyday Secrecy:Boundaries of Confidential Gossip

Gossip is an everyday part of organizational life and has been increasingly researched. However, some gossip has a particular character, whereby it is to some degree secret. Drawing on studies of both gossip and secrecy, in this paper we explore this ‘confidential gossip’ via a participant observation case study. This was based on an internship with Quinza, a British media company, and had a covert element which is discussed and justified. Specifically, we show how the boundaries around confidential gossip are marked in organizational interactions. The paper contributes to existing knowledge about organizational gossip by showing the particular significance of secrecy which makes confidential gossip a more potent source of group inclusion and exclusion

Gossip in organisations: Contexts, consequences and controversies

This article examines the key themes surrounding gossip including its contexts, the various outcomes (positive and negative) of gossip as well as a selection of challenges and controversies. The challenges which are highlighted revolve around definitional issues, methodological approaches, and ethical considerations. Our analysis suggests that the characteristics and features of gossip lend itself to a process-oriented approach whereby the beginning and, particularly, end points of gossip are not always easily identified. Gossip about a subject or person can temporarily disappear only for it to re-surface at some later stage. In addition, questions pertaining to the effects of gossip and ethical-based arguments depend on the nature of the relationships within the gossip triad (gossiper, listener/respondent and target)

TOP MANAGEMENT TEAMS IN THEIR NATIONAL CONTEXT

Since the mid-1980s, much research attention has been devoted to top management teams and their impact on the strategic behavior and performance of firms. In particular, this research has focused on the role of top managers' background, values, and experiences in explaining the choices they make. So far, this research has largely failed to address the national context in which top management teams are formed and operate. Empirical studies have typically involved top management teams of U.S. firms. Other studies are rare, and when they exist, they usually do not take the national context into account. This paper explores the impact of national context characterized by society-specific value systems and institutions, on the composition, organization, and functioning of top management. We address three topics in particular: (1) national variations in the structure and practices of top management and their implications for managerial choices; (2) national governance systems that define and constrain the tasks and functioning of top management teams; and (3) national institutions that help to define managerial selection, promotion, and career patterns.</p

TOP MANAGEMENT TEAMS IN THEIR NATIONAL CONTEXT

Since the mid-1980s, much research attention has been devoted to top management teams and their impact on the strategic behavior and performance of firms. In particular, this research has focused on the role of top managers' background, values, and experiences in explaining the choices they make. So far, this research has largely failed to address the national context in which top management teams are formed and operate. Empirical studies have typically involved top management teams of U.S. firms. Other studies are rare, and when they exist, they usually do not take the national context into account. This paper explores the impact of national context characterized by society-specific value systems and institutions, on the composition, organization, and functioning of top management. We address three topics in particular: (1) national variations in the structure and practices of top management and their implications for managerial choices; (2) national governance systems that define and constrain the tasks and functioning of top management teams; and (3) national institutions that help to define managerial selection, promotion, and career patterns.</p