Reinhard Angelmar | INSEAD - Academia.edu (original) (raw)
Papers by Reinhard Angelmar
Marketing Im Gesundheitssektor
Social Science Research Network, 2012
ABSTRACT
Technological Innovation and Interdependence
Elsevier eBooks, 1986
Faced with accelerating change in their technological environment, managers of large, comple firm... more Faced with accelerating change in their technological environment, managers of large, comple firms must ensure that relevant new technologies are developed and utilized for the rejuvenation of existing and the creation of new businesses. Responsibility for managing this process has rested traditionally with existing research and development units. Growing dissatisfaction with this solution has led to new approaches for innovation, such as internal venturing, which attempt to emulate small, entrepreneurial companies. In thisarticle, the authors argue that all approaches to innovation that remain confined to individual organizational units, be they existing or especially created, lead to suboptimal results when the technologies involved have implications for several business units. They then discuss a number of organizational capabilities that are necessary to differentiate innovative activities from on-going operations, and yet—at the same time—allow large, complex firms to exploit their unique advantages by integrating their new and existing activities. Administrative mechanisms available to top management for shaping the organizational context are discussed next. Finally, the authors present two illustrative cases from their research.
Vaccine Marketing
Social Science Research Network, 2012
ABSTRACT
An Examination of Concept Validity
insead.edu
D�veloppement et gestion des products nouveaux
Int J Res Mark, 1985
This paper provides a framework for organizing research and theory on cognition as discussed in t... more This paper provides a framework for organizing research and theory on cognition as discussed in the managerial/organizational literature. Cognition is herein considered to be a property of systems and thereby independent of a specific level of analysis. Research on cognition can be classified on the basis of whether the main concern is with the structure or process of cognition and whether it attends to differences in cognitive style. Cognition is discussed across the individual, group and organizational levels of analysis. The theoretical and methodological issues which emerge are then explored. Future research directions are suggested. 1The increasing interest in the cognitive approach to organization analysis is based on the assumption that organizational behaviors are manifestations of cognitive phenomena. But beyond this assumption, researchers differ widely in their preferred level of analysis and methodological approach. Many insist that "organizations don't think o...
Structure and determinants of bargaining behavior in a distribution channel simulation : a content-analytic approach
Metatheory in Consumer Behavior Research Rap Session Position Paper
Cognition In Organizational Analysis: Who's Minding the Store?
Organization Studies, 1993
Research on cognition in organizations has focused primarily on managers and how they think while... more Research on cognition in organizations has focused primarily on managers and how they think while performing a variety of managerial tasks. This approach limits our understanding of cognition at the collective level and the interactive effects across levels of analysis. We propose a framework of cognition — based on structure, process, and style — which can be applied to the individual, group and organizational levels of analysis. By mapping the territory, we observe certain well-travelled routes, while other terrain remains relatively unexplored. This map also identifies theoretical and methodological road blocks which suggest a number of future research directions.
L'évaluation : un outil d'apprentissage ?
Politiques et management public, 1984
Developing new products and services for the global market
Strategies for Building Successful Global Businesses, 2004
Metatheory and Consumer Research
Journal of Marketing, 1974
... Metatheory and consumer research. Post a Comment. CONTRIBUTORS: Author: Zaltman, Gerald. Auth... more ... Metatheory and consumer research. Post a Comment. CONTRIBUTORS: Author: Zaltman, Gerald. Author: Pinson, Christian R. Author: Angelmar, Reinhard. PUBLISHER: Holt, Reinhart and Winston (New York). SERIES TITLE: YEAR: 1973. PUB TYPE: Book (ISBN 003091566X ) ...
Marketing im Gesundheitssektor
Scientific Marketing in der Medizin, 2015
Market Structure and Research Intensity in High-Technological-Opportunity Industries
The Journal of Industrial Economics, 1985
Marketing Im Gesundheitssektor
SSRN Electronic Journal, 2000
ABSTRACT
New product price controls in France
Journal of Consumer Policy, 1978
ABSTRACT
We thank Barbara Lawrence for her consistently helpful editorial guidance. We also thank three an... more We thank Barbara Lawrence for her consistently helpful editorial guidance. We also thank three anonymous reviewers for their insightful comments, and Dennis Gioia for his assistance with a previous draft. 2 THE RECIPROCAL EFFECTS OF TOP MANAGEMENT TEAM COGNITIVE DIVERSITY AND FIRM PERFORMANCE: OPENING THE BLACK BOX Demography research rarely examines the black box within which the cognitive diversity of the top management team is assumed to affect firm performance. Using data from 35 simulated firms run by a total of 159 managers attending executive education programs, the current research tested several hypotheses concerned with: a) the relationship between demographic and cognitive team diversity; and b) reciprocal influence processes between team cognitive diversity and firm performance. Results showed that members of high-performing teams tended to preserve multiple interpretations early in the team's life cycle, but moved toward greater clarity near the end of the life cycle. These high-performing teams, therefore, exhibited both early interpretative ambiguity and late heedful interrelating. Further, teams that improved firm performance early in the game tended to show increased diversity concerning perceptions of team decision making and structure over the course of the simulation. Thus, cognitive diversity in teams both affected and was affected by changes in firm performance. Finally, there was a marginally significant tendency for teams heterogenous in terms of nationality and functional background to show increases in market share over the course of the simulation. Surprisingly, there was no evidence of any effect of demographic diversity on measures of cognitive diversity. Commenting at the fifth game of the National Basketball Association (NBA) championship series in Seattle, basketball legend, Julius Erving, remarked that the 1996 Chicago Bulls offered a glimpse of what the team of the future would look like: the 1996 Chicago Bulls were one of the most nationally and ethnically diverse teams ever assembled in the NBA. The Bulls' lineup consisted of the best white and African American players from three continents: Europe, Australia, and America. 3 The increasing diversity of teams in the NBA is only one instance of a larger trend. The work force throughout the developed world is becoming more diverse, reflecting changing demographics within nation states (Johnston and Packer 1987) and migrations of peoples across national borders (Hambrick, Korn, Fredrickson and Ferry 1989, p. 33). The growing diversity of the workforce underscores three questions of theoretical and practical importance concerning the makeup and functioning of teams in organizations. First, how does team demographic diversity affect cognitive diversity? Second, what are the effects of team cognitive diversity on performance? Third, is there a reciprocal effect of team performance on team cognitive diversity? We explored these questions in a simulation of top management team decision making. LITERATURE REVIEW The victory of the Chicago Bulls in the NBA championships notwithstanding, the relationship between team diversity and outcomes remains unclear. Researchers have pointed to both the costs and benefits of increased diversity in teams. Top management team demographic diversity has been shown to predict turnover rates (Jackson, Brett, Sessa, Cooper, Julin and Peyronnin 1991, Wiersema and Bird 1993); increased levels of work group diversity have been associated with lower psychological attachment to the organization (Tsui, Egan and O'Reilly 1992) and less frequent communication (Zenger and Lawrence 1989). But diversity has also been hailed as a competitive advantage because minority views "can stimulate consideration of non-obvious alternatives in task groups" (Cox and Blake 1991, p. 50); and heterogenous teams have been shown to be more creative than homogenous teams (Triandis, Hall and Ewen 1965, Hambrick, Cho and Chen 1996). The discrepancy in the research literature concerning the effects of team diversity on organizational functioning reflects two different approaches. The demographic approach studies 4 diversity in terms of gender, age, organizational tenure, ethnicity and nationality (see Pfeffer 1983, for a review). The emphasis is on directly measurable attributes of individuals. The cognitive approach studies diversity in terms of attitudinal and normative differences between individuals who may be homogenous on demographic indicators (e.g., Nemeth 1986). Thus, cognitive diversity in this literature refers to variability concerning relatively unobservable attributes such as attitudes, values and beliefs.
Metatheory in Consumer Research
Preiskontrollen f�r neue Produkte in Frankreich
Marketing Im Gesundheitssektor
Social Science Research Network, 2012
ABSTRACT
Technological Innovation and Interdependence
Elsevier eBooks, 1986
Faced with accelerating change in their technological environment, managers of large, comple firm... more Faced with accelerating change in their technological environment, managers of large, comple firms must ensure that relevant new technologies are developed and utilized for the rejuvenation of existing and the creation of new businesses. Responsibility for managing this process has rested traditionally with existing research and development units. Growing dissatisfaction with this solution has led to new approaches for innovation, such as internal venturing, which attempt to emulate small, entrepreneurial companies. In thisarticle, the authors argue that all approaches to innovation that remain confined to individual organizational units, be they existing or especially created, lead to suboptimal results when the technologies involved have implications for several business units. They then discuss a number of organizational capabilities that are necessary to differentiate innovative activities from on-going operations, and yet—at the same time—allow large, complex firms to exploit their unique advantages by integrating their new and existing activities. Administrative mechanisms available to top management for shaping the organizational context are discussed next. Finally, the authors present two illustrative cases from their research.
Vaccine Marketing
Social Science Research Network, 2012
ABSTRACT
An Examination of Concept Validity
insead.edu
D�veloppement et gestion des products nouveaux
Int J Res Mark, 1985
This paper provides a framework for organizing research and theory on cognition as discussed in t... more This paper provides a framework for organizing research and theory on cognition as discussed in the managerial/organizational literature. Cognition is herein considered to be a property of systems and thereby independent of a specific level of analysis. Research on cognition can be classified on the basis of whether the main concern is with the structure or process of cognition and whether it attends to differences in cognitive style. Cognition is discussed across the individual, group and organizational levels of analysis. The theoretical and methodological issues which emerge are then explored. Future research directions are suggested. 1The increasing interest in the cognitive approach to organization analysis is based on the assumption that organizational behaviors are manifestations of cognitive phenomena. But beyond this assumption, researchers differ widely in their preferred level of analysis and methodological approach. Many insist that "organizations don't think o...
Structure and determinants of bargaining behavior in a distribution channel simulation : a content-analytic approach
Metatheory in Consumer Behavior Research Rap Session Position Paper
Cognition In Organizational Analysis: Who's Minding the Store?
Organization Studies, 1993
Research on cognition in organizations has focused primarily on managers and how they think while... more Research on cognition in organizations has focused primarily on managers and how they think while performing a variety of managerial tasks. This approach limits our understanding of cognition at the collective level and the interactive effects across levels of analysis. We propose a framework of cognition — based on structure, process, and style — which can be applied to the individual, group and organizational levels of analysis. By mapping the territory, we observe certain well-travelled routes, while other terrain remains relatively unexplored. This map also identifies theoretical and methodological road blocks which suggest a number of future research directions.
L'évaluation : un outil d'apprentissage ?
Politiques et management public, 1984
Developing new products and services for the global market
Strategies for Building Successful Global Businesses, 2004
Metatheory and Consumer Research
Journal of Marketing, 1974
... Metatheory and consumer research. Post a Comment. CONTRIBUTORS: Author: Zaltman, Gerald. Auth... more ... Metatheory and consumer research. Post a Comment. CONTRIBUTORS: Author: Zaltman, Gerald. Author: Pinson, Christian R. Author: Angelmar, Reinhard. PUBLISHER: Holt, Reinhart and Winston (New York). SERIES TITLE: YEAR: 1973. PUB TYPE: Book (ISBN 003091566X ) ...
Marketing im Gesundheitssektor
Scientific Marketing in der Medizin, 2015
Market Structure and Research Intensity in High-Technological-Opportunity Industries
The Journal of Industrial Economics, 1985
Marketing Im Gesundheitssektor
SSRN Electronic Journal, 2000
ABSTRACT
New product price controls in France
Journal of Consumer Policy, 1978
ABSTRACT
We thank Barbara Lawrence for her consistently helpful editorial guidance. We also thank three an... more We thank Barbara Lawrence for her consistently helpful editorial guidance. We also thank three anonymous reviewers for their insightful comments, and Dennis Gioia for his assistance with a previous draft. 2 THE RECIPROCAL EFFECTS OF TOP MANAGEMENT TEAM COGNITIVE DIVERSITY AND FIRM PERFORMANCE: OPENING THE BLACK BOX Demography research rarely examines the black box within which the cognitive diversity of the top management team is assumed to affect firm performance. Using data from 35 simulated firms run by a total of 159 managers attending executive education programs, the current research tested several hypotheses concerned with: a) the relationship between demographic and cognitive team diversity; and b) reciprocal influence processes between team cognitive diversity and firm performance. Results showed that members of high-performing teams tended to preserve multiple interpretations early in the team's life cycle, but moved toward greater clarity near the end of the life cycle. These high-performing teams, therefore, exhibited both early interpretative ambiguity and late heedful interrelating. Further, teams that improved firm performance early in the game tended to show increased diversity concerning perceptions of team decision making and structure over the course of the simulation. Thus, cognitive diversity in teams both affected and was affected by changes in firm performance. Finally, there was a marginally significant tendency for teams heterogenous in terms of nationality and functional background to show increases in market share over the course of the simulation. Surprisingly, there was no evidence of any effect of demographic diversity on measures of cognitive diversity. Commenting at the fifth game of the National Basketball Association (NBA) championship series in Seattle, basketball legend, Julius Erving, remarked that the 1996 Chicago Bulls offered a glimpse of what the team of the future would look like: the 1996 Chicago Bulls were one of the most nationally and ethnically diverse teams ever assembled in the NBA. The Bulls' lineup consisted of the best white and African American players from three continents: Europe, Australia, and America. 3 The increasing diversity of teams in the NBA is only one instance of a larger trend. The work force throughout the developed world is becoming more diverse, reflecting changing demographics within nation states (Johnston and Packer 1987) and migrations of peoples across national borders (Hambrick, Korn, Fredrickson and Ferry 1989, p. 33). The growing diversity of the workforce underscores three questions of theoretical and practical importance concerning the makeup and functioning of teams in organizations. First, how does team demographic diversity affect cognitive diversity? Second, what are the effects of team cognitive diversity on performance? Third, is there a reciprocal effect of team performance on team cognitive diversity? We explored these questions in a simulation of top management team decision making. LITERATURE REVIEW The victory of the Chicago Bulls in the NBA championships notwithstanding, the relationship between team diversity and outcomes remains unclear. Researchers have pointed to both the costs and benefits of increased diversity in teams. Top management team demographic diversity has been shown to predict turnover rates (Jackson, Brett, Sessa, Cooper, Julin and Peyronnin 1991, Wiersema and Bird 1993); increased levels of work group diversity have been associated with lower psychological attachment to the organization (Tsui, Egan and O'Reilly 1992) and less frequent communication (Zenger and Lawrence 1989). But diversity has also been hailed as a competitive advantage because minority views "can stimulate consideration of non-obvious alternatives in task groups" (Cox and Blake 1991, p. 50); and heterogenous teams have been shown to be more creative than homogenous teams (Triandis, Hall and Ewen 1965, Hambrick, Cho and Chen 1996). The discrepancy in the research literature concerning the effects of team diversity on organizational functioning reflects two different approaches. The demographic approach studies 4 diversity in terms of gender, age, organizational tenure, ethnicity and nationality (see Pfeffer 1983, for a review). The emphasis is on directly measurable attributes of individuals. The cognitive approach studies diversity in terms of attitudinal and normative differences between individuals who may be homogenous on demographic indicators (e.g., Nemeth 1986). Thus, cognitive diversity in this literature refers to variability concerning relatively unobservable attributes such as attitudes, values and beliefs.
Metatheory in Consumer Research
Preiskontrollen f�r neue Produkte in Frankreich