Narrow Results

This paper will setup a trade model to explore the impact of the diversity of talent distribution and the technology difference on the pattern of trade (POT) and income inequality of an economy. We find that not only the diversity effect but also the technology effect can matter for the pattern of POT. We demonstrate that, in the free-trade equilibrium, if the technology effect dominates the diversity effect then the country with a more (less) diverse distribution of talent may export the goods produced by a technology with supermodularity (submodularity). In addition, we prove that the relative technology difference will affect income inequality. If the technological advance for the submodular sector S is better than for the supermodular sector C, then income inequality would increase.

The purpose of this paper is to analyze in some detail the arguably simplest case of diversity-induced resonance: that of a system of globally-coupled linear oscillators subjected to a periodic forcing. Diversity appears as the parameters characterizing each oscillator, namely its mass, internal frequency and damping coefficient are drawn from a probability distribution. The main ingredients for the diversity-induced-resonance phenomenon are present in this system as the oscillators display a variability in the individual responses but are induced, by the coupling, to synchronize their responses. A steady-state solution for this model is obtained. We also determine the conditions under which it is possible to find a resonance effect.

Al-Shaer and Harakehn (2020) and Lopatta et al. (2020) study different aspects of the relationship between board gender diversity and corporate outcomes, respectively executive compensation and non-financial performance. In this discussion, we offer a broad overview of the main results of both studies, provide some points of discussion in relationship to these specific studies, and elaborate on a number of additional points that link the current studies to the broader literature on board gender diversity and gender research in accounting more generally. We conclude with some suggestions for future research.

In this paper, formation of diverse groups of individuals based on attributes and two diversity measures are discussed. The formation of clusters in a diversity space is described. An algorithm is given for diverse clustering based on separation in the space and not the nearness using application based diversity thresholds and number of clusters.

There are growing interests for studying collective behavior including the dynamics of markets, the emergence of social norms and conventions and collective phenomena in daily life such as traffic congestion. In our previous work [Iwanaga and Namatame, Collective behavior and diverse social network, International Journal of Advancements in Computing Technology4(22) (2012) 321–320], we showed that collective behavior in cooperative relationships is affected in the structure of the social network, the initial collective behavior and diversity of payoff parameter. In this paper, we focus on scale-free network and investigate the effect of number of interactions on collective behavior. And we found that choices of hub agents determine collective behavior.

Diversity in teams has become an important societal and economic issue which is studied in various scientific domains. In organizational sciences, particularly empirical research methods prevail. This paper proposes to explore agent-based computational economics as a research approach for workforce diversity more intensely due to its inherent properties like capturing heterogeneous interacting agents. For highlighting this, this paper presents an agent-based computational model based on the framework of NK fitness landscapes. In the simulations, artificial organizations search for superior levels of organizational performance with search being delegated to several and potentially diverse decision-making agents. The experiments control for the level of task complexity and reflects four different attributes of workplace diversity among agents: cognitive capabilities to (i) generate and (ii) evaluate new solutions, (iii) effort efficiency and (iv) commitment to the overall organizational objective. The results suggest that the effects of workforce diversity differ across task complexity and attributes of diversity. Diversity of commitment has the strongest impact which results from interactions among local maximizers and agents seeking to globally maximize with only local means. Moreover, the results point to nonlinear effects of multi-attributive diversity on organizational performance.

The extent of urban specialization is closely related to urban development level. This paper distinguishes relative specialization and absolute specialization in terms of their connotations and measurement methods, and examines functional specialization in general. Using data on prefecture-and-above cities in China, this paper also reviews the characteristics of indicators of urban specialization in China. The findings are as follows. There exists a $U$-shaped relationship between the relative specialization index and city size and income level; the absolute specialization index shows a significant negative correlation with city size and a significant positive correlation with income level. Functional specialization coefficient and city size manifest a significant positive correlation; there is clear division of functions among city clusters, and functional specialization coefficient is significantly related to administrative level of cities. Finally, from the perspective of functional division and specialization of cities (city clusters), this paper makes the proposition of coordinating the spatial, scale and industrial structures of Chinese cities.

Storytelling in leadership research is usually approached positively and seen as a non-problematic resource or even a “tool” for leadership purposes. However, using stories and narratives involves challenges for leaders. Storytelling may result in intended outcomes, but it also carries a risk for undesirable leadership consequences. In the storytelling approach, there is a hidden assumption that listeners are homogeneous and that they are not critical or active. Empirical studies rarely approach failed storytelling experienced by leaders: the feelings of failure, reasons, and consequences. In this chapter, we focus on the risky nature of leadership storytelling as well as the element of learning to be a better leader inherent in it. Based on empirical qualitative data, we apply thematic and content analysis on interviews from 13 leaders. Based on the findings, we present the following five special dimensions/themes of failure, illustrating the risks involved in leadership storytelling: (a) diversity of the audience, (b) situation/context, (c) loss of authority, (d) storytelling skills, and (e) audience misinterpretation. We interpret the findings in the context of the leaders’ personal experiences, their meaning for the leaders’ self-reflection, and the leaders’ leadership learning for the future. Moreover, we discuss these dimensions from the perspective of diversity and the hidden assumption in the storytelling approach that the listeners are a homogeneous group.

This chapter presents personal narrative accounts of lived experiences from African American diversity, equity and inclusion (DEI) practitioners and guides. These narrative accounts are an individual and collective reflection of life events, artifacts revealed during training events toward the achievement of True Storytelling institute (TSI) Train the Trainer certification and completion of Organizational Development modules. The Seven Principles of True Storytelling were the frame-work and methodology used to reveal parallel fractals and artifacts among the participants represented in the chapter. The account of events leading up to and including the training path toward guide certification presented an in-depth and absorptive milieu toward the objective of deconstruction and reconstruction driven by antenarrative interplay as a change process over the grand narrative in the DEI space. The seamless change process evolved through the seven principles and organizational development processes stimulated by David Boje’s 7 B’s and four hearts. The narrative life stories in the context of the seven principles of True Storytelling embody authentic voices of personal experiences integrating natural ways of thinking about aspects of DEI, rehistorizing from the past to the present.

The influence of digital technology on our modern workforce is significant and has been instrumental in the creation of new jobs in new marketplaces to satisfy new needs. Although we may not know the direction of future technological change, what is known is that change will invariably benefit some groups and not others. One group who have not benefited are Māori in Aotearoa New Zealand. With very few Māori employed in the information technology (IT) sector, the benefits to Māori from the increased opportunities are yet to be realized. Historically, Māori have been the subjects of research as end users of technology rather than as technology workers. The dominant narrative being that Māori are underachieving and that Māori will want to participate if they either acquire the technical skills or see the benefits of working in IT for themselves. The aim of this study was to push past this narrative and explore, via the experiences of Māori IT workers, why so few Māori work in IT. At the heart of this research was the question that drove this study: How can Māori IT workers be enabled to thrive in IT? Seeking answers, I traveled throughout Aotearoa New Zealand to kōrero (discuss, converse) with Māori IT workers. A newly developed approach called kaupapa tika was used, where unstructured insider-based interviews were conducted as a co-creation exercise to explore participants’ complex lived experiences. What was uncovered was that while working with IT is fun and exciting, in many cases, working in IT is not.

A general method is presented for constructing dynamic equity portfolios through the use of mathematical generating functions. The return on these functionally generated portfolios is related to the return on the market portfolio by a stochastic differential equation. Under appropriate conditions, this equation can be used to establish a dominance relationship between a functionally generated portfolio and the market portfolio.