Exploring HR Intelligence Practices in Fortune 1000 and Select Global Firms

2021 ◽  
Author(s):  
John Spahic
Keyword(s):  
Fortune 1000

Accounting Discretion, Horizon Problem, and CEO Retirement Benefits

2009 ◽  
Vol 84 (5) ◽  
pp. 1553-1573 ◽  
Author(s):  
Paul Kalyta
Keyword(s):  
Firm Performance ◽  
Earnings Management ◽  
Discretionary Accruals ◽  
Pension Plans ◽  
Primary Data ◽  
Retirement Benefits ◽  
Horizon Problem ◽  
Accounting Choices ◽  
Fortune 1000 ◽  
The Impact

ABSTRACT: Empirical research on the impact of managerial retirement on discretionary accounting choices is inconclusive, with most studies finding no evidence of earnings management in the pre-retirement period. I argue that income-increasing accounting choices in final pre-retirement years are particularly appealing to managers whose pension depends on firm performance in these years. Using primary data on retired CEOs of Fortune 1000 firms, I investigate the impact of CEO pension plans on discretionary accruals. Consistent with the prediction, I find evidence of income-increasing earnings management in the pre-retirement period only when CEO pension is based on firm performance. I also report evidence of negative abnormal market reaction to CEO retirement in firms with performance-contingent CEO pensions.

Supply Chain Disruptions and Best-Practice Mitigation Strategies

2012 ◽  
pp. 831-844
Author(s):  
Adenike Aderonke Moradeyo
Keyword(s):  
Supply Chain ◽  
Supply Chain Management ◽  
Best Practice ◽  
Supply And Demand ◽  
Mitigation Strategies ◽  
Supply Chain Disruptions ◽  
Chain Management ◽  
Best Practice Guidelines ◽  
Supply Chain Relationships ◽  
Fortune 1000

This paper reviews the supply chain management literature to summarize best-practice guidelines for mitigating supply problems. Very few studies in the extant literature focused on matching a strategy for both the supply and demand perspective. Case studies of supply chain management have traditionally focused on single companies, and especially on successful organizations rather than on the demand-supply-chain relationships (which involve at least two companies). Therefore, this study considers the experiences of the author, and researchers several well-known profitable fortune 1000 supply chain companies, to determine which supply chain mitigation strategies work best in complex situations.

ERP Usage in Practice

2011 ◽  
pp. 21-42
Author(s):  
Mary C. Jones ◽  
Randall Young
Keyword(s):  
Enterprise Resource Planning ◽  
Exploratory Study ◽  
Resource Planning ◽  
Organizational Changes ◽  
Erp Systems ◽  
Fortune 1000 ◽  
Organizational Configuration ◽  
Erp Software ◽  
Insight Into ◽  
The Way

This study presents the results of an exploratory study of Fortune 1000 firms and their enterprise resource planning (ERP) usage, as well as benefits and changes they have realized from ERP. The study empirically examines ERP in these organizations to provide insight into various aspects that firms can use to evaluate how they are managing their ERP systems. Findings provide information about functionality implemented, extent to which benefits are realized, extent of ERP-related organizational changes firms have realized, and the way firms measure ERP success. The study also addresses the extent to which various types of ERP software have been implemented and whether there is a relationship between type of software and benefits. Finally, it examines ERP-enabled change in light of organizational configuration.

scholarly journals Cultures of Genius at Work: Organizational Mindsets Predict Cultural Norms, Trust, and Commitment

2019 ◽  
Vol 46 (4) ◽  
pp. 626-642 ◽  
Author(s):  
Elizabeth A. Canning ◽  
Mary C. Murphy ◽  
Katherine T. U. Emerson ◽  
Jennifer A. Chatman ◽  
Carol S. Dweck ◽  
...  
Keyword(s):  
Organizational Culture ◽  
Organizational Trust ◽  
Mission Statements ◽  
Fortune 500 ◽  
Growth Mindset ◽  
Cultural Norms ◽  
Core Belief ◽  
Negative Culture ◽  
Fortune 1000 ◽  
A Company

Three studies examine how organizational mindset —whether a company is perceived to view talent as fixed or malleable—functions as a core belief that predicts organizational culture and employees’ trust and commitment. In Study 1, Fortune 500 company mission statements were coded for mindset language and paired with Glassdoor culture data. Workers perceived a more negative culture at fixed (vs. growth) mindset companies. Study 2 experimentally manipulated organizational mindset and found that people evaluated fixed (vs. growth) mindset companies as having more negative culture norms and forecasted that employees would experience less trust and commitment. Study 3 confirmed these findings from more than 500 employees of seven Fortune 1000 companies. Employees who perceived their organization to endorse a fixed (vs. growth) mindset reported that their company’s culture was characterized by less collaboration, innovation, and integrity, and they reported less organizational trust and commitment. These findings suggest that organizational mindset shapes organizational culture.

Audit Committee Financial Expertise, Litigation Risk, and Corporate Governance

2009 ◽  
Vol 28 (1) ◽  
pp. 241-261 ◽  
Author(s):  
Jagan Krishnan ◽  
Jong Eun Lee
Keyword(s):  
Corporate Governance ◽  
Audit Committee ◽  
Significant Proportion ◽  
Audit Committees ◽  
Litigation Risk ◽  
Financial Expertise ◽  
Fortune 1000

SUMMARY: Recent debates on audit committee financial expertise have focused on “accounting” and “nonaccounting” financial experts. A significant proportion of firms do not appoint accounting financial experts (i.e., persons with specialized accounting/auditing experience) to their audit committees. We examine the determinants of firms' choice of the “audit committee financial experts” for a sample of Fortune 1000 firms. We test the relation between the demand for accounting financial experts (AFEs), potential litigation risk, and corporate governance. We find that firms with higher litigation risk are more likely to have AFEs on their audit committee. However, the association between litigation risk and the likelihood of appointing accounting financial experts occurs for firms with relatively strong governance but not for those with weak governance. Thus, our findings indicate that (1) companies with demand for accounting financial experts—measured by potential litigation risk—seem to be able to secure accounting financial experts, but (2) such benefits only accrue in the presence of otherwise strong corporate governance.

scholarly journals Characteristics of CEOs and corporate boards with women inside directors

2006 ◽  
Vol 2 (2) ◽  
pp. 14-21 ◽  
Author(s):  
Deborah Dahlen Zelechowski ◽  
Diana Bilimoria
Keyword(s):  
Corporate Governance ◽  
Executive Directors ◽  
Corporate Boards ◽  
Leadership Positions ◽  
Family Ties ◽  
Inside Directors ◽  
Fortune 1000 ◽  
Large Corporations ◽  
Corporate Director ◽  
Different Characteristics

Women corporate inside (executive) directors constitute an elite minority of leaders of large corporations. This study examines the characteristics of CEOs and boards of Fortune 1000 firms that had women who held the dual leadership positions of corporate director and executive officer in 1998 in order to determine whether firms with women insiders had substantially different characteristics than firms without. We find that compared with firms without women inside directors, firms with women inside directors were characterized by CEOs with longer board tenure, more family ties, and fewer director interlocks, and by boards that were larger, with more insiders, and that utilize a management Chair of the board. Corporate governance implications are drawn for the presence of women at the top of the executive hierarchy.

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