Bad behavior is bad business

The recent firing of radio personality Don Imus reveals a new trend in business: bad behavior won’t be tolerated on the job. A business professor at Washington University in St. Louis says firms can head off workplace incivility by preventing those with power from going unchecked. More…
Working with emotions

Working with emotions

Hillary Anger Elfenbein, an organizational behavior expert, studies emotions in the workplace — how easy they are to miss or misinterpret, and how they impact performance.

Olin Business School presents annual awards

Olin alumni and a faculty member were in the spotlight April 13 at the annual dinner and awards ceremony hosted by Olin Business school. Judi McLean Parks, PhD, the Reuben C. and Anne Carpenter Taylor Professor of Organizational Behavior, was the winner of the third annual Olin Award that reconizes research that transforms business.

Why salary bonuses drive executives to cheat

You don’t have to look far these days to find examples of corporate scandals involving fraud. A new study finds that performance-based pay is to blame for fraudulent behavior and actually motivates people to “cook the books”. Judi McLean Parks, the Reuben C. and Anne Carpenter Taylor Professor of Organizational Behavior at Olin Business School at Washington University in St. Louis and co-author of the study believes the results have implications for CEO compensation plans and the financial difficulties many companies are experiencing today. “All I have to do is look at Enron, Fannie Mae, Freddie Mac to know that this does happen. And now we’ve demonstrated the causal link to contingent pay.” Fraud uncovered at Fannie Mae alone from 1998-2004 has been estimated to be in excess of $10.6 billion.

Asking forgiveness is not always as easy as saying ‘I’m sorry’

Tales of corporate scandal and political misdeeds have made spectacular headlines in recent years — just the mention of Enron or Bill Clinton conjure up memories of those offenses. But on a day-to-day basis most people don’t deal with such large-scale scandals. Instead, they are confronted with relatively innocuous mistakes — the kinds of mistakes that eventually break down trust and possibly even derail a career. There’s a reason that a simple apology doesn’t always re-establish the trust that colleagues once enjoyed, according to new work by Kurt Dirks, associate professor of organizational behavior at the Olin School of Business at Washington University in St. Louis. People’s reactions to apologies vary widely depending on the nature of the transgression.

Business schools need to improve interdisciplinary communication to make the MBA relevant

Joe Angeles/WUSTL PhotoCorporations enjoy cross-curricular classes at the Olin School of Business’ Knight Center for Executive Education.The debate over the relevance and future prospects of business schools is not new. The same issues have existed since the beginning of formal business education in the late 1800s. The current state of the debate, fueled by declining MBA applications and high profile legal cases involving MBA-trained executives, has proceeded in ignorance of this history, according to Bill Bottom, the Joyce and Howard Wood Distinguished Professor of Organizational Behavior at the Olin School of Business at Washington University in St. Louis.
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