Monday, November 26th, 2012
Present age organizations face a very complex and uncertain environment. In order to remain innovative and viable in the long run, many organizations are turning to “intrapreneurship.” However, what is intrapreneurship? How different it is from entrepreneurship? What can an organization do to promote intrapreneurship?
In the Graziadio Business Review article “Implementing Intrapreneurship: A Structural and Cultural Approach” the difference between entrepreneurship and intrapreneurship is first illustrated by defining the two terms formally. Entrepreneurship refers to the process of creating innovative new business ventures or just of creating new business ventures. An entrepreneur is the owner of such a business venture.   Intrapreneurship refers to the process of new venture creation, strategic renewal, and innovation by employees within an organization. Intrapreneurs, then, are the employees of an organization who realize a creative idea and turn it into an innovation or new business venture.  
Then, the GBR article devotes the majority of its main content to the discussion of what an organization can do to promote intrapreneurship. Research has shown that given the right environment and amount of support, many employees can become intrapreneurs. To encourage intrapreneurial activities, it is proposed in the article that organizations have to make sure that the top management creates a clear vision that promotes and encourages innovation and communicates it clearly to all employees. In addition, support from all managers in an organisation is also necessary.
Next, to encourage intrapreneurship, an organization has to adopt either an organic structure, or to set up an independent intrapreneurial team or department, depending on each organization’s context and needs. In addition, the organization must also take measures to achieve a culture that is characterised by high trust and psychological safety, high justice and fairness, and high error and failure tolerance. Together, these organizational features shall form a solid foundation for intrapreneurship, and a cornerstone for organizational competitiveness.
 Gartner, W. B., “‘Who is an Entrepreneur?’ is the Wrong Question,” Entrepreneurship Theory and Practice, 12, no. 2 (1989): 47-68.
 Davidsson, P., Researching Entrepreneurship, (New York: Springer, 2004).
 Gartner, W. B., “What Are We Talking About When We’re Talking About Entrepreneurship?” Journal of Business Venturing, 5, no. 1 (1990): 15-28.
 Rauch, A., and M. Frese, “Let’s Put the Person Back into Entrepreneurship Research: A Meta-Analysis on the Relationship Between Business Owners’ Personality Traits, Business Creation, and Success,” European Journal of Work and Organizational Psychology, 16, no. 4 (2007): 353-385.
 Sharma, P. and J. J. Chrisman, “Toward a Reconciliation of the Definitional Issues in the Field of Corporate Entrepreneurship,” Entrepreneurship Theory Practice, 23, no. 3 (1999): 11-27.
 Anderson, N. R., and M. A. West, “Measuring Climate for Work Group Innovation: Development and Validation of the Team Climate Inventory” Journal of Organizational Behavior, 19, no. 3 (1998): 235-258.
 Frederick and Kuratko.
 Hulsheger, U. R., N. Anderson, and J. F. Salgado, “Team-Level Predictors of Innovation at Work: A Comprehensive Meta-Analysis Spanning Three Decades of Research” Journal of Applied Psychology, 94, no. 5 (2009): 1128-1145.
Read How the Election Year Impacts the Stock Market and View a Finance Panel Discussing Election Economics
Wednesday, October 24th, 2012
The debates may be over, but the election economics are still a vital part of the news. A recent GBR article discusses how the presidential elections influence the stock market and a new video discusses the economic status and how the elections and political turmoil impacts investors.
Recently the Graziadio Business Review posted “The Four-Year U.S. Presidential Cycle and the Stock Market” by Marshall Nickles, EdD, and Nelson Granados, PhD. This article is a follow-up to Nickels popular article in 2004, “Presidential Elections and Stock Market Cycles.”
The newer article:
- Provides evidence of the relationship between economics, politics, and the four-year presidential cycle;
- 2. Includes an analysis of stock market performance during the 2008 period;
- 3. Introduces a risk measurement for the stock market and argues that the 2008 stock market crash should be considered an anomaly; and
- 4. Concludes that the four year presidential stock market cycle is likely still in tack.
2012 is shaping up to be the year of global political change with important changes in the government in Russia, France, Italy, and of course the upcoming presidential election here in the United States. How will financial markets be influenced by such political turmoil and how can investors prepare?
In a recently posted video, a Pepperdine finance panel discusses: “Wall of Worry: Elections and the Markets.” Panelists include: Davide Accomazzo, adjunct professor of finance; Edward Fredericks, practitioner faculty of finance; Clemens Kownatzki, adjunct professor of financial risk management; Michael Shires, PhD, associate professor of public policy.
The video is broken into 3 sections:
- Video 1: “Wall of Worry: Elections and the Markets
- Video 2: “The Fiscal Cliff”
- Video 3: “Monetary Policy and Politics”
Click here for the article “The Four-Year U.S. Presidential Cycle and the Stock Market”
Click her for the video “Wall of Worry: Elections and the Markets”
Topic: America's Financial Crisis, Economics, European Union, Finance, Global Marketplace, In the News, Investing, Public Policy, Videos
Tags: Economics, Finance, global economy, Investment, politics, presidential elections, stock market
Thursday, April 19th, 2012
WRITTEN BY: ERDOLO EROMO
The mobile industry is growing rapidly both domestically and internationally. Many aggregators such as Mobile Messenger (MM) are concentrating on this industry as a new and thriving market.
Annual wireless data revenues are up by 20.8% and are expected to increase for the next 10 years before reaching a plateau. SMS advertising volumes are up 31.3% per year, while voice annual volumes are down 1.5% each year. This demonstrates the strength and potential of new markets for mobile content and billing. In this industry there are typically two client groups: large brands who simply want brand awareness and clients who pursue a quick but high return on their investments by lowering their cost per acquisition (CPA). In order to understand the needs, trends, and growth projections, one must first analyze the demographics and their behaviors.
The content delivered in the mobile industry in the U.S. can be broken down into two categories: premium services and standard rated messages. Premium services are often used by advertisers and application service providers (ASP) who have a virtual product that they wish to sell using the mobile billing mechanism. The standard side of the industry is used by mobile marketers and broadcast brands to communicate information to their customers in avenues outside emails and phone calls.
An aggregator’s direct connections and contracts give it the ability to deliver content and short code messages as well as processing virtual good payments for over 98% of North American mobile phone users. Since most cell phone service providers stopped charging long distance and many offer unlimited data plans, the physical location of the customer has now become irrelevant. For an aggregator it is crucial to create and maintain the direct relationship with the carriers that give them the ability to deliver the content both domestically and internationally.
Over 5 billion text messages also known as “short messaging system” (SMS) are sent each day by Americans. In the fourth quarter of 2007, the average number of texts by consumers surpassed the average number of calls and the disparity has grown significantly since then. Of those who text message 26% said that they have opted in to receive text message marketing messages. This is a huge demographic to target. The typical individual in this demographic comes from a generation that is used to getting what they want when they want it. They also have disposable income, which allows them to buy virtual products on impulse.
Table 1: Average Number of Monthly Calls vs. Text Messages Among U.S. Wireless Subscribers
The introduction of the mobile phone has forever transformed communication. The device that was introduced only to make phone calls is now used for texting, calendars, clocks, cameras, social networking, calculators, email, and a whole array of additional applications. The utilization of one device for many separate functions is known as device singularity. The “one stop shop” has become a socio-cultural phenomenon in the U.S., whether it is at a mega-store like Wal-Mart or at a gas station with a car wash. With the introduction of the iCloud and comparable platforms which allow data, apps, and virtual goods bought on the phone to be accessed via the desktop and vice-versa, it would be a major shortcoming of the industry to miss the opportunity to capture that market via SMS marketing.
Since 1995, there has been a significant yearly increase in mobile phone usage. Currently, 92% of the U.S. population has access to a mobile phone. From June 2005 to June 2010 there was a 20% gain in the number of households that replaced their landlines with mobile phones. With the increase of smartphone usage, annualized wireless data revenues have dramatically increased from the millions to billions with SMS increasing at the same rate. No other recent technological invention has been so quickly embraced by the population at large.
Within the premium and standard rated verticals there are five mobile content types that are expected to assist the continued growth of the mobile industry. The content types are mobile music, mobile games, mobile video, mobile graphics, and mobile information services. Combined revenue from these content types is expected to triple over the next three years.
The Cellular Telecommunications Industry Association (CTIA) annual wireless survey shows that wireless data revenue has been significantly increasing each year since 2002. This has been a strong indicator of the growth of the off deck mobile billing platform. Over the next year the annual volume of data is expected to grow by 31.3%. This has positive implications on aggregator’s premium and standard business.
The mobile phone is utilized widely across most US demographic classifications. With most Americans owning or using a mobile phone, the success of the mobile billing via SMS marketing is inevitable.
1. “CellSigns – Mobile Statistics.” CellSigns – Mobile Marketing, Mobile Real Estate Search, Mobile Newspapers, Text Message and Mobile Marketing Platform. http://www.cellsigns.com/ (accessed April 18, 2012).
3. “Mobile Payment – Advanced Technologies (NFC), Strategies And Future Of Remote & Proximity Payment In U.S.” ASDReports. https://www.asdreports.com/ (accessed April 18, 2012).
Erdolo Eromo moved to South Los Angeles from Addis Abbaba, Ethiopia at the age of eight. A natural athlete, he played football for powerhouses Crenshaw High School and UCLA. He went on to earn his Executive MBA from Pepperdine University in 2011. Climbing up the corporate ladder in 6 years, Eromo is one of the youngest senior executives in the mobile industry. He now serves as Senior Vice President of Sales and Client Services at Mobile Messenger (MM), the largest off deck mobile aggregator in the United States. He is responsible for identifying opportunities and designing strategies for sales growth. By many, Eromo is considered to be an expert in identifying trends in the mobile commerce space as well as finding new opportunities in which the mobile phone can be used as a billing platform.
Wednesday, March 28th, 2012
On the IT industry website Smart Enterprise Exchange, Dr. Mark W.S. Chun, PhD, Director of the Center for Applied Research and Associate Professor of Information Systems wrote a guest article, “Six Trends CIOs Must Track and Leverage,” in which he discusses new research from Pepperdine University’s Graziadio Business School involving IT executives from both Asia and the United States. In this article, Dr. Chun explains how today’s successful CIOs must be “savvy in both technology and business.” For instance, CIOs must not only use technology as a tool to reduce costs, but also as a means to generate revenue for the business. Also in this article, Dr. Chun offers six key developments over the last decade that has impacted the role of the CIO.
Dr. Chun established the National Knowledge Management Conference hosted annually by Pepperdine University and sponsored by Pratt & Whitney, NASA Jet Propulsion Laboratories, Northrop Grumman, Hitachi Consulting, Open Text, and The Aerospace Corporation. His expertise and research focus falls within the domain of knowledge management, IS integration, and the use of IS to create value and to transform organizations. He has worked for Intel Corporation, Pepsi Co./Taco Bell, Coopers & Lybrand, and the Bank of Hawaii. He has conducted research at Qwest, Honda, Hilton Hotels, Kaiser Permanente, Mattel, U.S. Treasury Department, USDA, Internal Revenue Service, U.S. Department of Homeland Security, FDIC, Pratt-Whitney Rocketdyne, NASA-JPL, Northrop Grumman, and Raytheon. He has also researched the diffusion of information technology in less-developed Asian countries.
Also check out additional videos from the conference, “From Information Systems to Innovation Systems: Establishing the Next Generation Information Systems Department,” hosted by Pepperdine University, which includes presentations from Harvey Koeppel (Center for CIO Leadership), Robert Fort (Guitar Center), Eric Iverson (Sony Pictures), and Joel Manfredo (County of Orange).
Thursday, March 15th, 2012
- “The Top 10 U.S. Economic Issues to Monitor,” Darrol J. Stanley, DBA
- “The Dollar vs. the Euro,” updated by Peggy J. Crawford, PhD, Linnea B. McCord, JD, MBA, and Terry Young, PhD
- “Airline Industry Key Success Factors,” Richard M. McCabe, PhD
- “Making Mergers a Growth Strategy,” Kent Rhodes, EdD
- “Reforming Corporate America,” Larry Bumgardner, JD
- “The Employers’ Legal Obligations to Employees in the Military,” Charles P. Leo
- The New Age of Innovation: Driving Co-created Value Through Global Networks by C. K. Prahalad & M. S. Krishnan, reviewed by Jack C. Green, PhD
- Fixing the Game: Bubbles, Crashes, and What Capitalism can Learn from the NFL by Roger L. Martin, reviewed by David W. Crain, PhD
- The Essentials of Finance and Accounting for Nonfinancial Managers by Edward Fields, reviewed by Michael D. Kinsman, CPA
- The 100 Best Business Books of All Time: What They Say, Why They Matter, How They Can Help You by John Covert and Todd Sattersten, reviewed by Leo Mallette, EdD
- First, we have included an ARCHIVE-VIDEO LIBRARY where you will find a number of lectures, conferences, panel discussions, and other Graziadio business-related videos and interviews available at no charge.
- Second, we have added more information and links to videos and transcripts from the Dean’s Executive Leadership Series with talks given by and interviews with key business leaders in a variety of major corporations. Click here for more information.
- Third, a page has been added with direct links to Graziadio programs for easy access to learn more about the Graziadio School. Click here for more information.
Tuesday, February 14th, 2012
Can’t see this video? Click here to view it in a separate page.
In this video, Harvey Koeppel, Executive Director of the Center for CIO Leadership, shares his vast knowledge of information systems at the conference, “From Information Systems to Innovation Systems: Establishing the Next Generation Information Systems Department,” hosted by Pepperdine University, the Graziadio School of Business and Management, and the Graziadio Center for Applied Research, Wednesday, October 12, 2011.
Drawing from his experiences as a CIO with Citigroup’s Global Consumer Group and as a consultant for CitiFinancial, Citibank, and other Citi affiliates, in his presentation, “The 21st Century CIO,” Koeppel discusses how the role of the CIO is evolving.
In this video excerpt, Koeppel discusses key business drivers such as global economic and competitive changes, the role of government, the demand for innovative business models, and collaborative business partnerships.
Be sure to check out the full-length video, “From Information Systems to Innovation Systems with Harvey Koeppel” as well as other video presentations from Robert Fort (Guitar Center), Eric Iverson (Sony Pictures), Joel Manfredo (County of Orange) and a Panel of Experts.
Friday, February 10th, 2012
President Obama has announced that the U.S. will withdraw nearly all troops from Iraq by the end of this year, with thousands of additional troops from both Iraq and Afghanistan returning the first couple of months into the new year. Are you prepared to comply with the law and reinstate employees who may have been on military leave for months…if not years…?
The Uniformed Services Employment and Reemployment Rights Act (USERRA) applies to all civilian employers, protecting employees absent from work because of duty in any of the “uniformed services,” which includes not only full-time and reserve components of the Army, Navy, Air Force, and Marine Corps, but also Coast Guard and National Guard. USERRA also covers many types of uniformed services duty, including, but not limited to, active duty, active-duty training, initial active-duty training, inactive-duty training, and numerous other periods of absent. Further, it applies regardless of whether the duty is voluntary or involuntary.
One of the primary protections USERRA provides is entitlement to reemployment. To be eligible for reemployment, the employee must have left employment that was not for a brief, recurrent period and was reasonably expected to continue work. The job left need not be permanent or regular.
EMPLOYEE MUST HAVE GIVEN NOTICE
The employee must have provided proper notice before leaving to be eligible for reemployment. Notice can be oral or written and can be delivered by family members, military officers, or other individuals besides the service member. More importantly, the law specifies that the employee need not give notice if military necessity prevents it or if doing so is not possible. Employees returning from military service must have been honorably discharged.
LENGTH OF ABSENCE
USERRA provides that employees returning from military service receive the same reemployment and seniority protections regardless of the type of military service so long as the cumulative length of absence does not exceed five years, not counting military service performed during previous employment.
REPORTING BACK TO WORK
USERRA requires employees to report to work or seek reemployment by certain deadlines, depending on the length of service. Employees serving 30 days or fewer must report to work at the beginning of their next regular work shift, following release from service. Employees serving 31 to 180 days must submit their application for reemployment no later than 14 days after completion of service. Employees serving more than 180 days must submit their application for reemployment no later than 90 days following completion of service.
REEMPLOYMENT MUST BE POSSIBLE
USERRA does not require that you reemploy individuals returning from military service if changed circumstances have made reemployment impossible or unreasonable, or if reemployment would cause an undue hardship. This depends on the size and type of your business operation, workforce composition, financial resources, or other similar factors. In this economy, many employers have had to reduce their workforce.
SPECIAL PROTECTION AGAINST DISCHARGE
USERRA’s protections do not end once the employee is reinstated. Perhaps one of the most significant obligations the Act imposes is that employees returning from service of more than 30 days cannot be discharged without cause for a certain period of time following reemployment. Employees returning from service lasting more than 180 days cannot be discharged without cause for one year following the date of reemployment. Employees returning from uniformed service lasting 30 to 180 days cannot be discharged without cause for six months following the date of reemployment. The common “at-will” employment relationship is modified for this particular period of time, and the burden of proving cause for a discharge will be on employers. Having appropriate policies, training employees on them, and carefully documenting any violations or performance problems will be helpful in meeting the lawful standards.
This would be a prudent time for employers to review their military leave policies and procedures, review your processes for returning veterans, and make appropriate plans for how you will deal with the many contingencies that can occur when it comes to reinstating veterans’ employees who have been out of the workforce for any extended period of time.
FROM HARM’S WAY TO CIVILIAN EMPLOYMENT
USERRA Implications for Veterans and Employers
March 14 in Los Angeles and March 15 in Irvine, Pepperdine University and PIHRA (Professionals in Human Resources Assoc.) will be sponsoring a seminar to address issues regarding employers and returning veterans. For more information go to: