Towards a market imperfections theory of organizational structure in developing countries

Article Abstract:

This paper draws upon the most recent literature on administrative theory and practice in developing countries to develop a theory of market imperfections and organizational structure. It advances the proposition that market imperfections are a significant determinant of organizational structure in developing countries. Three mechanisms (culture, organizations and markets) coordinating socio-economic transactions are discussed and compared with one another. Market imperfections in both developing and industrialized countries are compared and contrasted. It was noted that differences between these two types of countries and within developing countries result from two factors: the strength of the drive for self-sufficiency and the density of market transactions. Therefore, in the market imperfections model, apparent qualitative differences between organizational structures in developing and industrialized countries are ultimately due to differences of degree rather than quantum differences. (Reprinted by permission of the publisher.)

Economic aspects, International aspects, Developing countries, Industrialized countries, Corporations, Industrial nations, Efficient market theory

---

Rewards and organizational goal achievement: a case study of Toyota Motor Manufacturing in Kentucky

Article Abstract:

A model is constructed to further elaborate on a theory describing the manner by which organizations managed by the Japanese employ rewards to motivate workers to participate in the attainment of organizational goals. This model assumes that the small work group and the community of fate ideology play a significant role in Japanese organizations by functioning as social constructs that mediate between individuals and rewards. Using the Toyota Motor Manufacturing organization in Kentucky as an example, it is shown that there is no direct relations between rewards and individual performance. Rewards are exploited to develop and sustain the ties within the work team and to fortify faith in the community of fate ideology. In turn, the work team and belief in the fate-ideology community motivate individual involvement in achievement of organizational goals. This strengthens the influence of rewards on individuals.

Automobiles, Automobile Manufacturing, Compensation and benefits, Automobile industry, Incentives (Business), Reward (Psychology), Rewards (Psychology), Toyota Motor Manufacturing Kentucky Inc.

---

Similar abstracts:

• Abstracts: Construing organizational texture in young entrepreneurial firms
• Abstracts: Management imperatives for the year 2000. Hybrid organizational arrangements: new form or transitional development?
• Abstracts: An integrated control theory model of work motivation. Staffing policy as a strategic response: a typology of career systems
• Abstracts: Positive accounting theory: a ten year perspective. Income smoothing and incentives: empirical tests using accounting changes
• Abstracts: Reducing social context cues: electronic mail in organizational communication. The adoption of radical and incremental innovations: an empirical analysis

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.