The paper explores practical issues of using price discrimination in the markets of new apart-ments. First, we discuss various strategies of price discrimination which may be applied by construction companies to increase revenue (i. e. discrimination by observable characteristics or by self-selection). then we suggest an approach for empirical estimation of possibility of price discrimination in this market, based on the survey of real buyers of apartments. Finally we present results of the pilot application of this approach on the basis of a construction company in St. Petersburg and suggest the next steps for development of this approach.
Organization studies suggest a variety of approaches to organizational change. The majority of them considers change as a transition between various stances of an entity in two periods of time. In contrast, a processual approach views change as a process that literally predates and enables existence of the organization. This perspective provides a researcher with more fruitful data of interconnections between macro-level innovations and their implementations in employee micro-practices. Based on empirical data collected with organizational ethnography at FSUE “Russian Post” I illustrate how different by speed and content were simultaneous changes in the institutional context and daily work of the post offices. An introduction of IP-telephony and installation of Internet access points show that attempts to distinguish clear stages of change rather characterize organization as dysfunctional and irrational. At the same time, a processual lens overcomes these theoretical limitations.
The study investigates the peculiarities of talent development and its influence on a company’s performance in Russian companies. The authors pay special attention to the analysis of talent development programs and initiatives. The factors influencing the creation and implementation of talent development in Russian firms are also analyzed in the paper. Our findings contribute to the field by proving the significance of talent development, and defining its main peculiari- ties in the Russian context.
The aim of this article to present the findings of network communications among authors of projects based on their organizational status while promoting and implementing the project. The data were collected in Russian innovative-active company. The timeliness of this paper is that the company leaders should assess risks and make forecasts about the characteristics of project teams before their creating and practicing. Yet, the type of communication that will become more effective while the project team developing and working is another concern for the large and multinational companies. Based on both social capital and stakeholder group concepts and conducted research, it has been established theoretically and empirically the features of personal network communications that overcome the bounds of the formal organizational network. New dimensions of personal networking, which allow neutralizing the position status in the company hierarchy, have been proposed. As a result, this novel approach can enable HR specialists to compare the network social activities among employees with different organizational statuses. The key findings of this study is the model that connects both network communication activities and promotion the project in the official meetings with the team composition that the author gets together to put the project idea into practice.
The paper continues the research published in issue № 1б 2015 of the Russian Management Journal and based on the large-scale case-study of joint stock company “Sistema”. The attention focuses on the key issue of the case-study – the evolution of a Board of directors in growing company. We revealed that the transition to the new business model from operational holding company to investment one accompanied by the strengthening of the role of the Board of directors in strategic decision making and recruiting independent (mainly foreign) directors to the board in this company. The paper presents personal directors’ investment into company development and discusses the issues of communications and motivations connected with Board’s strengthening as well.
To date, most research on leadership has focused on the positive effects of transformational leaders on employee attitudes, behaviors, and performance. Much less attention has been given to the antecedents of transformational leadership behaviors. Drawing from follower-centric perspective of leadership, we examined subordinates’ and supervisors’ personal characteristics, work-related perceptions and attitudes, and observed managerial practices as predictors of transformational leadership. The sample included 112 employees from two organizations (IT and manufacturing). Results revealed that supervisors’ transformational leadership is significantly predicted by subordinates’ agreeableness; perceived justice of performance-based payments and career promotions; practices of professional training and implementation of employees’ initiatives. Among these, perceived justice of performance-based promotions showed the highest relative importance for predicting supervisors’ transformational leadership. Although such supervisors’ personal characteristic as conscientiousness was positively correlated with transformational leadership, its effect disappeared in the integrative model including subordinates’ traits and perceptions and management practices. Our results contribute to the understanding of transformational leadership as a “really existing” phenomenon derived from supervisors’ positive practices as well as to knowledge of how organizational context may encourage line and middle managers’ transformational leadership behaviors.
The article examines various aspects of the labor market for top managers in Russia. Overview of the contemporary market for top managers, as well as internal vs. external HR sources choice criteria and international statistics on this issue are presented. Using original data authors apply econometric methods to analyze the main factors, influencing the ratio of internal and external promotion.
The article is devoted to the assessment of the impact of three large-scale horizontal mergers — in the production of aluminum, in the production of cement and in the production of grain-oriented steel, — on the prices, which are quoted by the companies for the buyers. All mergers resulted in market structure close to monopoly in domestic market. Using differencein-difference estimation of price increase it was shown that in six out of nine products analyzed mergers influenced prices significantly. But only in two out of six cases statistical significant price increase is reported. We consider these results as an evidence, though indirect, that despite the serious competition concerns the most important effects of mergers are efficiency gains in contrast to monopolistic price increase.