ORCID Profile
0000-0003-1511-6359
Current Organisations
Leuphana University Research Center for Entrepreneurship
,
Queensland Neurodiversity Hub
,
University of Queensland
,
Macquarie University
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Publisher: Elsevier BV
Date: 03-2021
Publisher: Routledge
Date: 28-03-2018
Publisher: SAGE Publications
Date: 06-02-2021
Publisher: Elsevier BV
Date: 05-2021
Publisher: Wiley
Date: 23-01-2015
DOI: 10.1111/RADM.12120
Publisher: Gabler
Date: 2009
Publisher: Wiley
Date: 08-03-2013
DOI: 10.1002/SMJ.2062
Publisher: Emerald Publishing Limited
Date: 11-09-2018
Publisher: Cambridge University Press (CUP)
Date: 07-2019
DOI: 10.1017/JMO.2019.23
Abstract: With the rapid advancement of innovative technology, coupled with IT being a core function in contemporary business, there has been an upward trend of multi-national companies (MNCs) reporting a skill deficit in areas such as data analytics and cybersecurity (Columbus, 2017. IBM predicts demand for data scientists will soar 28% By 2020. Forbes NeSmith, 2018. The cybersecurity gap is an industry crisis. Forbes ). In a recent survey with over 3,000 CIOs, 65% indicated their organizations were unable to maintain par with the progression of technology in areas such as data analytics and security due to a lack of adequate talent (Harvey Nash & KPMG, 2018. CIO survey 2018). Although, organizations have recently started to expand their talent pipeline following a neurological breakthrough: research as well as anecdotal evidence suggests adults with mild forms of autism display above-average intelligence, increased attention focus, and high visual–spatial abilities a combination in high market demand for roles such as software testing, data analysis, cybersecurity, and engineering due to their uncanny ability with pattern recognition, information processing, analytics, and attention to detail. These auspicious developments come at the helm of an increasing rate of governments around the world implementing provisions to their labour regulations towards equitable hiring of people with disabilities (Myors et al., 2017. Perspectives from 22 countries on the legal environment for selection. Handbook of Employee Selection . 659–677. Research Collection Lee Kong Chian School of Business.). Some, such as France, Japan, Kenya, Korea, and Taiwan, have gone so far as to set quota targets (Myors et al., 2017. Perspectives from 22 countries on the legal environment for selection. Handbook of Employee Selection . 659–677. Research Collection Lee Kong Chian School of Business.). The implication for organizations is that they need to develop disability-inclusive recruitment and selection systems along with work designs and environments that are disability friendly. But what does this mean in practice? What does a disability-inclusive recruitment and selection system look like? Enter DXC Technology (DXC): born out of a merger between global conglomerate Computer Science Corporation and Hewlett Packard Enterprise, generating close to $25 billion annually in revenue, with clients across more than 70 countries, they strategically became a pioneer in the digital transformation that was taking place globally. In the wake of the breakthrough in employment ersity, DXC recognized this as an opportunity to gain a critical edge within the increasingly competitive talent pool market. First, design a program of their own for recruiting and selecting adults with high functioning autism. Next, through a collaboration with various universities including the University of Queensland and Macquarie University, Neuro ersity Hubs were established an initiative designed to assist neuro ergent students with obtaining work experience and internships. In doing so, they faced the following key challenges: How could they design a recruitment and selection strategy for neuro ergent in iduals that was equitable, ethical, and efficient? In particular, where could they find suitable neuro ergent candidates, what criteria should they use to select them, and how should they handle unsuccessful candidates to ensure beneficial outcomes for all stakeholders?
Publisher: Cambridge University Press (CUP)
Date: 07-2019
DOI: 10.1017/JMO.2019.58
Publisher: Springer Singapore
Date: 2020
Publisher: Springer Berlin Heidelberg
Date: 2014
Publisher: SAGE Publications
Date: 11-2017
Abstract: Despite increasing recognition of the importance of metaphors to theory development, metaphors’ influence on entrepreneurship theorizing has been largely unexplored. This is problematic because a field’s metaphors shape its underlying assumptions. This study takes stock of the entrepreneurship field through its metaphors by analyzing a corpus of highly cited entrepreneurship articles. We identify and explain eight root metaphors for entrepreneurship—parenthood, mutagen, conduit of knowledge, method, mindset, networking, exploration, and politics—underpinning the mainstream of the field. We then extend and combine the metaphors to develop a research agenda for building on the metaphors and moving beyond them.
Publisher: Cambridge University Press (CUP)
Date: 21-09-2018
DOI: 10.1017/JMO.2018.54
Abstract: In this exploratory case study based on qualitative research, we explore the perspectives and experiences of autistic self-advocates in the Netherlands regarding autism, (self-)advocacy, and consumer-run organizations. The focus of our study is a consumer-run organization by and for adult Persons on the Autism Spectrum in the Netherlands: PAS-Nederland or PAS for short. Our analysis reveals four themes relevant to the acceptance and integration of adults with autism into society and work: (1) invisibility of autistic adults (2) ersity of the autism spectrum (3) autistic leadership and (4) collaboration between people with and without autism. We discuss the practical implications of our findings for the inclusion of people with autism in work and society. Our study underscores the importance of putting autistic people at the center of decision-making processes and solutions aimed at improving their outcomes in society, in general, and in the workplace specifically.
Publisher: SAGE Publications
Date: 09-07-2016
Abstract: We explore how nonprofits can effectively govern delegation relationships. We extend stewardship theory by conceptualizing stewardship costs—costs in delegation relationships based on stewardship behavior. As stewards are theorized as other-regarding, self-actualizing, and intrinsically motivated, so far, literature almost exclusively points to the positive performance potential of stewardship behavior. Addressing this shortcoming, we develop propositions showing how stewardship selection costs rooted in the psychological characteristics of stewardship behavior and stewardship management costs rooted in situational factors of stewardship behavior occur during relationship formation and maintenance, and how they counteract the potential to increase performance. We identify and systematize opportunity costs of delayed growth, limited growth potential, and lost standardization gains, as well as increased selection and management costs. To demonstrate the theoretical potential and empirical relevance of our framework, we illustrate our arguments by referring to social franchising, a scaling strategy considered relevant for nonprofits as well as social enterprises.
Location: United Kingdom of Great Britain and Northern Ireland
Location: Germany
No related grants have been discovered for Anna Krzeminska.