The purpose of this article is threefold. First, to add to the empirical literature related to the validity and practical utility of emotional, social and cognitive competencies in the workplace. Second, using data from two different European samples, demonstrate the methods for validating competency models for applied use. Third, discuss the impact of role demands and culture on the manifestation of competencies most predictive of performance. The basic design used in both studies is to compare data from outstanding performers against data from typical or average performers in order to determine competencies that predict performance. The data presented here is based on operant assessment of competencies using Critical Incident Interviews, which are then systematically coded using thematic analysis to yield behavioural evidence of specific competencies. The results indicate that while some com- Articles in refereed journals 31 petencies such as Achievement Orientation and Team Leadership are consistently linked to performance in both studies, the correlation of other specific competencies to performance varies among the samples. Moreover, the relative importance of specific competencies in terms of the amount of variance in performance explained also varies across the two samples. The criterion measures that are available, i.e. client ratings of performance, did not provide the continuous objective performance data that is generally considered preferable so as to provide a clearer picture of the value added by superior performance. A further limitation was that there was no opportunity to evaluate the effectiveness of the various initiatives that were put in place to improve managers’ competencies after their initial assessment. Implications for organisations and their leadership as well as issues related to human resource practices are discussed. The need to establish the validity of competencies within a given organisation, using applied research techniques, would seem to be a requirement prior to designing human resource applications around any set of competencies. Applied research based on operant assessment of competencies can significantly improve the concurrent and predictive validity of competency models over and above what can be achieved through the use of generic competency models. This is one of the few articles to explore the validity of competencies within different European Union organisations using a common competency framework and methodology. Both studies were originally initiated as applied consulting projects and the findings of the research applied to human resource practices within each organisation. Although competencies are ubiquitous in today’s global workplace, the number of published studies offering data to support the validity of competency-modelling techniques has been limited. The current research adds to the growing literature in this area and adds to our confidence in the ability of emotional, social and cognitive competencies to predict performance in a variety of settings and cultures.

This paper explores the nature of the relationship between corporate social responsibility (CSR) and competitiveness. We start with the commonly held view that firm competitiveness is defined by the market. That is, the question of what are the critical competitiveness factors is answered by looking at how companies and financial analysts describe and evaluate a firm. To analyze this, we review the current state of the art on the relationship between CSR and competitiveness. Second, CSR criteria used by financial analysts is identified and compared with company valuation methods. Third, the results of a multistakeholder dialogue on CSR and competitiveness of the European financial sector are presented. As a conclusion, we argue that CSR and competitiveness relate through a learning and innovation cycle, where corporate values, policies and practices are permanently defined and re-defined. Thus, we propose that learning takes place as CSR is embedded in business processes, and that once it has been integrated, in turn, it generates innovative practices, and finally, competitiveness. At the end of the paper, we propose that CSR in practice consists of managing inherent paradoxes generated by the tension between CSR and business policies.

The creation of "civic banking" has generated the launch of a new
business model in the Sapnish financial sector, which has allowed Caja Navarra
to improve its results and positioning. However, beyond its national growth,
Caja Navarra is currently working well in its internationalization. This articule studies
the process by which this concept of "civic banking" was developed and how it is
becoming more and more significant internationally.

In this paper I explore some of the consequences of greater market transparency for market performance in the presence of a
strategic specialist. Although numerous studies have dealt with this issue, previous work has only considered either fully
transparent or fully opaque markets. My model allows for different levels of transparency, and therefore sheds light on how
transparency affects market performance. I show that an intermediate level of transparency can improve market performance
relative to the more extreme cases of full transparency or no transparency at all.

The purpose of this paper is four-fold: to highlight the emerging
stream of team interaction in research; to present a methodology to
measure and map out team interaction; to compare team interaction
between US and Spanish MBA teams so as to identify any differences
between the two cultures; and to propose team interaction focused
programs in educational institutions and organizations. Culture diversity and
multi-cultural team settings are central topics explored in this paper.

When is open innovation superior to closed innovation? Through a
formal simulation model, we show that an open approach to innovation
allows the firm to discover combinations of product features
that would be hard to envision under integration. However, when
partners have divergent goals, open innovation restricts the firm’s
ability to establish the product’s technological trajectory. The resolution
of the trade-off between the benefits of discovery and the
costs of divergence determines the best approach to innovation. The article
discusses stakeholder engagement as a central dimension of open innovation.

There is widespread agreement in both business and society that MNCs
have an enormous potential for contributing to the betterment of the
world. In fact, a discussion has evolved around the role of ‘‘Business as an Agent
of World Benefit.’’ At the same time, there is also growing willingness among business
leaders to spend time, expertise, and resources to help solve some of the most
pressing problems in the world, such as global warming, poverty, HIV/
AIDS, and other pandemic diseases. One example of business leaders
engagement in citizenship activities is PricewaterhouseCoopers’ (PwC)
leadership development program called ‘‘Project Ulysses’’ which we
present and discuss in this article. Using a narrative approach we ask:
‘‘What can business leaders learn from selected Ulysses narratives for
acting as agents of world benefit and with respect to engaging responsibly
in the fight against some of the most pressing social problems at
the local level?’’ Our contribution is organized as follows. We begin the
article with a brief discussion on the role of business leaders in the fight
against world’s social problems and address some areas of concern as
to whether or not business leaders should play a role in fighting these
global issues. We then introduce ‘‘Project Ulysses’’ which takes place
in cross-sector partnership in developing countries. Following an overview
of the research methodology we present four Ulysses narratives
which tell us about learnings in the light of fundamental human problems,
such as poverty and misery. Each story is analyzed with regard to
the above question. We conclude the article by summarizing key lessons
learned and some recommendations for business leaders as agents
of world benefit.

Over the last few years, efforts to improve tourist destination management
have been made and considerable improvements, especially in
the Spanish case, can be appreciated. It is time to study the use of a balanced
scorecard to help strategic management of tourist destinations.
This paper proposes a tentative balanced scorecard model for tourist
destinations, which is particularly applicable for its sustainable development.
Instead of beginning with the study of a single destination,
this research starts with the study of perspectives and critical performance
variables for the balanced scorecard. The empirical work
carried out has been based on quantitative analysis techniques. A survey
was sent to a sample of 1,531 Spanish municipalities which are
both oriented towards tourism and have a demonstrated interest in
management issues.
The research makes it possible to further develop a strategic planning
instrument such as the balanced scorecard with a new perspective
structure.

This study investigates expatriate compensation from the under-researched
perspective of host-country nationals (HCN). HCNs are typically
compensated at lower levels than expatriates are, even when they
hold similar jobs and possess similar qualifications. Such pay differential
may provoke HCN perceptions of pay unfairness, which can in turn affect
other HCN outcomes such as performance and turnover. The study
identifies a number of factors that may offset or attenuate the negative
influence of pay differential on HCN’s perceived pay unfairness, namely
Articles in refereed journals 29
awareness of expatriate contributions and special needs, expatriate interpersonal
sensitivity, HCN pay advantage over other locals, and HCN
contact with expatriates. Data from HCNs working with similarly qualified
expatriates largely supported the hypotheses. Implications, limitations,
and suggestions for future research are discussed.