Pan-Pacific Conference XXXIV. Designing New Business Models in Developing Economies

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make people perceive education and training differently (Newcomb, 1950). Hofstede (1980) focuses on the differences culture can make in a workplace setting. For example, Americans have a high degree of individualism and a short-term orientation, whereas Japanese score high on collectivism and on having a long-term perspective. Perceptions of the characteristics of Necessities, Commoners, and Parasites should therefore differ across U.S. and Japanese workplaces. More generally, we recognize that cultural differences across the U.S., Japan, Chile, Korea, and India may influence the ways in which each country’s respondents perceive Necessities, Commoners, and Parasites. Nevertheless, our analysis of the data used in these previous studies does in fact reveal a general set of traits and behaviors that characterizes each of these three categories of workers—particularly for Necessities. Managers in any organization should be interested in finding and attracting people labeled Necessity. Knowing the general traits and behaviors that characterize people as Necessities will help managers recruit the right people, and decide how to make good use of their current employees. From the previous studies on this topic, the authors have concluded that 1) there is a high degree of commonality in Necessity traits among different socio-cultural environments compared to the traits for the Commoners and the Parasites, 2) it may be highly practical to pursue finding the Necessity traits for business practitioners as their human resource tool to select the right persons for their organizations, and 3) we need to collect data from actual working people instead of only collecting data from students to increase the reliability and validity of the concept. Therefore, the purpose of this paper is to identify the key traits and behaviors that characterize Necessities among working employees and compare it with the previous studies whose data was collected only from business students. COLLECTION AND ORGANIZATION OF THE DATA The process of collecting and organizing the data in all six previous studies was identical to that used in Kim & Sikula (2005). After explaining the definitions of Necessity, Commoner, and Parasite to the students, one of the authors in each country asked each student to voluntarily turn in a list of 10 traits and behaviors describing each type of worker, for which the students received bonus points as an incentive to participate. The responses were tabulated for frequency within each category (Necessity, Commoner, and Parasite). If a response was too generally stated, or too similar to the overall descriptor of each category, it was discarded. For example, responses such as “hard to replace” and “vital person” define a Necessity and hence are not traits or behaviors that characterize the person who is a Necessity. These were discarded. The usable responses were then grouped together according to the words’ meanings through a twostep process. First, a simple table for each category was created by listing all the responses, from most frequent to least frequent. Second, a more specific frequency table was constructed by organizing all the responses in each category into a set of headings and subheadings. The following two examples illustrate the process. In developing the frequency table for the Necessity category, we were able to group many responses under subheadings such as Responsible, Punctual, Dedicated, and Organized. These subheadings were then placed under the broader heading of “Reliable.” The final frequency table for the Necessity category contains 17 headings such as “Dependable” and “Hard Working,” with a varying number of subheadings under each. To collect the data from working employees, we designed a two page survey which closely follows the same method that we gave to students verbally but in a written statement. The rest of data handling process was identical as the previous studies. As stated, we included only the traits and behavior of Necessity excluding Commoner and Parasite. The participants’ profiles provided much valuable information. The 94 participants included 52 males (56.5%) and 40 females (43.5%). The majority of the participants work in the Health Care industry (40.4%), were over 55 years old (36.6%), and have worked in the current company between 5- 10 years. The frequency of the entries of the Necessity Employee Characteristics (NEC) ranged from 3 to 163. The top five ranked NEC were trustworthy (f = 163, 20.95%), caring (f = 134, 17.22%), dependable (f = 101, 12.98%), hardworking (f = 62, 7.92%) and goal oriented (f = 48, 6.17%). The lowest five ranked NEC were successful (f = 3, 0.39%), calm (f = 6, 0.77%), confident (f = 21, 2.7%), ethical (f = 21, 2.7%), and outstanding communication skills (f = 21, 2.7%). ANALYSIS OF FINDING AND CONCLUSIONS Below, in Table, 1, we compare the summary findings in between students (Kim, et al, 2011) and employee data by highlighting the five characteristics most frequently identified for both findings. As shown in Table 1, the key traits and behaviors that characterize a person of Necessity in the workplace are all positive and are very similar between the two studies. The perceptions of what characterizes really good workers (people of Necessity) appear to be similar among students and working employees. These results imply that companies in all organizations should seek to hire employees who are Hard Working, Reliable (Trustworthy & Dependable), Friendly (Caring), Motivated (Goal Oriented), and Knowledgeable. 32
At a glance, there appears to be some differences between Student Necessity Characteristics (SNC) and Employee Necessity Characteristics (ENC). It looks like Hard Working is the only identical trait and behavior among five identified ones. It was very interesting that Trustworthy is the number one characteristics in ENC. Loyalty and trust must be very important traits/behaviors among working people. One CEO of a company mentioned to one of our authors while collecting data that Loyalty is the only TABLE 1 The Comparison between Student and Employee’s perception on Principle Characteristics of Necessities Student’s Perception (SNC) 296 Participants with 1850 Responses Employee’s Perception (ENC) 94 Participants with 778 Responses Entries Percentage Entries Percentage Hardworking 316 17.08 Trustworthy (Reliable) 163 20.95 Reliable 270 14.59 Caring (Friendly) 134 17.22 Friendly 238 12.86 Dependable (Reliable) 101 12.97 Motivated 192 10.38 Hardworking 62 7.97 Knowledgeable 175 3.46 Goal oriented (Motivated) 48 6.17 important trait/behavior for his company. At the same time, we may consider Trustworthy as one source leading to Reliable. Although it may not clear the cause & effect relations among these traits/behaviors, we may also consider Dependable as one source leading to Reliable. Likewise, we may also consider Caring and Friendly as very similar concepts According to Ed Locke’s (1968) goal setting theory, setting specific goal(s) would lead to an individual’s strong internal motivation to achieve it; therefore, we may consider that Goal Oriented would lead to Motivated. Upon these analyses, we could consider 80% of traits/behaviors are the same concept. Hard Working is identical (20%), and Trustworthy- Reliable, Dependable-Reliable, and Goal Oriented- Motivated are similar (60%) in both studies. It is also interesting that Knowledgeable does not appear to be important in ENC, which is 5th place in SNC. The closest traits/behavior to knowledgeable in ENC is Intelligence, which is 8th ranked in SNC, although it is a slightly different concept. One more big difference between these two studies is communication skills, ranking 6th in SNC and ranking 13th in ENC. Knowledge and communication skills are not considered important traits/behaviors among working people. To get the SNC, we had eight data sets from five different countries, and for our current study, we have collected data from 94 employees from five different companies in the same region. To develop our analysis of different types of employees further, and to make it more practically useful, we would first like to collect more data from employees and 33 managers in various industries to see whether their responses differ significantly from those of the students we have already surveyed. Second, for practical purposes we should explore the category of Necessity more carefully and completely, since our goal is to provide Human Resource departments with the ability to identify those individuals who are most likely to promote the success and growth of organizations and businesses. One way to do this would be to create a scale along which we can rank the differential importance of the key characteristics of Necessities. This scale would allow managers to focus their hiring and promotion/retention efforts on those individuals with the most desired characteristics. Such a scale, therefore, would be invaluable in Human Resource Management. REFERENCES [1] Chong W. Kim & Andrew Sikula, Sr., “The Characteristics of “Necessity” in a Work Place: A Replication Study,” DIAS Technology Review-The International Journal for Business & IT, Vol.1, No.2, pp. 20 – 32, January 2005. [2] Chong W. Kim & Andrew Sikula, Sr., “Three Types of People in the Workplace: 3D Theory,” Ethics & Critical Thinking Journal, Vol. 2006, Issue 1, pp. 95 – 109, March 15, 2006. [3] Chong W. Kim, Andrew Sikula, Sr., & Harlan M. Smith II, “Perceptions of the Characteristics of Good, Bad and Ordinary Workers on the Job: The Influence of Work Experience and
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PAN-PACIFIC CONFERENCE XXXIV Design
Page 6 and 7:
2017 PAN-PACIFIC PROGRAM COMMITTEE
Page 8 and 9: The Pan-Pacific Business Associatio
Page 10 and 11: TUESDAY, MAY 30, 2017 13:30 - 15:00
Page 12 and 13: WEDNESDAY, MAY 31, 2017 13:30 - 15:
Page 14 and 15: The Adverse Effect of Psychological
Page 16 and 17: Sake Branding Strategy: Securing Ne
Page 18 and 19: The Failure of Transport Megaprojec
Page 20 and 21: WP12 International Finance Alpamayo
Page 22 and 23: INDEX Anderson, John WA12 Iluz, Mic
Page 24 and 25: xx
Page 27 and 28: Women Entrepreneurs and Family Firm
Page 29 and 30: catering for the local market. In o
Page 31 and 32: three groups with performance´ dif
Page 33 and 34: Cross-Disciplinary Education: Not B
Page 35 and 36: Attitudes Towards Servant Leadershi
Page 37 and 38: [6] Liden, R.C., Wayne, S.J., Zhao,
Page 39 and 40: (SD = 7.77), and work experience 12
Page 41 and 42: A representative emotion inventory
Page 43 and 44: emergence of a paradigm. In I. J. G
Page 45 and 46: OBJECTIVE The primary objective of
Page 47 and 48: Threshold effects of psychological
Page 49 and 50: eported in Table 4. Partial F-tests
Page 51 and 52: The adverse effect of psychological
Page 53 and 54: pp. 283-289, 2011. [6] T. Vantilbor
Page 55 and 56: the scales are reported in brackets
Page 57: The Key Characteristics of Necessit
Page 61 and 62: Job Calling, Work Identity and Job
Page 63 and 64: jobs to achieve set milestones that
Page 65 and 66: competency model is well founded on
Page 67 and 68: I-deal, I-craft, I-perform: A theor
Page 69 and 70: changes that affects their roles (G
Page 71 and 72: mechanisms.There were three overarc
Page 73 and 74: Table 1. Efficiency Results. DMU DE
Page 75 and 76: Not by Bread Alone: Estimating Futu
Page 77 and 78: squeeze more potatoes for direct hu
Page 79 and 80: well explains glocal with a holisti
Page 81 and 82: motor-vehicle industry in the Johan
Page 83 and 84: The Collaboration with Infrastructu
Page 85 and 86: Table1.Koshino Shu Kura (Jyoetsumyo
Page 87 and 88: product: its focus is on the needs
Page 89 and 90: The Rise of Populism in the West an
Page 91 and 92: It is important to note that althou
Page 93 and 94: 1.3 1.2 1.1 1 0.9 0.8 0.7 0.6 Commu
Page 95 and 96: 0.85 customs, the reduction in time
Page 97 and 98: Table 1. Confirmatory Factor Analys
Page 99 and 100: Uncovering the Beauty of the Capita
Page 101 and 102: the largest number of research stud
Page 103 and 104: An Exploratory Study regarding Mode
Page 105 and 106: According to the results of hierarc
Page 107 and 108: Standard Sake has been circulated b
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Can Ethics Be Used as a Tool of Inf
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85
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Defensive reactions as potential re
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Data gathering methods Data (in thi
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utility by comparing with the exist
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Virginia Tech - most calculations f
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Aggression and bullying attributes
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implications for both the individua
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The Role of Factory Facilities on S
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[44]. The following hypotheses are
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Delhi’s garment sector. In Toward
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A Manager’s personal value system
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commenting that good staff would le
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Law, Ethics and Business -How compa
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But to accept as quote, not reprodu
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integrity. In identifying the posit
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Consumer Awareness of Supply Chain
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Applications of Supplier Governance
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oth relational governance mechanism
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changing environment will disrupt g
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The Seven Efforts of Toyooka City:
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Study Related to Factors causing Fo
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- More people tend to choose privat
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students wishing to go to Italy. Ho
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investigating a multitude of design
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The failure of transport megaprojec
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C. Gautrain Gautrain is a high spee
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Delivering the required supply chai
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TABLE 1: Ranking of sills requireme
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[16] Taylor, M. B., 2016. A strateg
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divested fifty-nine percent of its
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Information Technology Project Fail
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Factors of IT project failure One o
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TFIDF w, a = TF w, a * IDF w (1) ID
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A Big Data Processing of Anxiety an
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Anxiety Index is defined as the rat
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serious problems due to pet fires,
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Deployment of Japanese Companies to
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stable politics and society situati
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APEC 61 437 615 21 634 2.8 World 11
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esults in higher levels of adaptati
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Web 2.0 tools for Virtual Reference
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Yes % 12.5% 14.8% 31.5% 33.2% 60.5%
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(Brundage, 2015), reminding one of
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CONCLUSION The review fostered a br
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significant causes of information o
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Circulation Type Farm Waste Managem
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IV. FUTURE CHALLENGES AND ANTIMICRO
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webpages, the Scopus database, Webo
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Supply Chain Materials Flow and the
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more speed, greatly exceeding the p
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To identify the external and intern
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Equality platforms. Also equity ref
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The Strategic Process in Large Ecua
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CONCLUSION AND DISCUSSION The resul
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12/10 12/11 12/12 13/01 13/02 13/03
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Business and Social Initiatives in
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case No. SKS-069. Boston: Harvard B
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Purchase intention Purchase intenti
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Signing the Annual Report of the Sw
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waste. A person without any powers
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2. DEVELOPMENT OF HYPOTHESIS Existi
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Perceptions of financial institutio
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Table1: Perceptions in business eti
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Roles of Regional Absorptive Capaci
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theoretically and intuitively sound
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still intriguing, (Carrington, 2013
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The effectiveness of strategic mana
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improved planning and a reduction i
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elatively stable collection of soci
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Measuring human capital disclosure
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DISCUSSION Managerial implications
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emain in the organization as they m
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Mega transport and logistics infras
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B.‘The Boston Big Dig’ - U.S.A.
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1 if St k ( k 1,2) Skt 0 otherwi
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India’s Technology Initiatives: I
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engine, sanitation, health and work
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Enterprise Finance, Agency), Develo
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Saharan African countries [8]. It i
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Systemic exclusion - barrier to eff
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ecause they focus on managing the r
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II. LITERATURE REVIEW The role of l
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60 50 40 30 20 10 0 Graph 3: Locati
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[25] Blok, M.M., Groenesteijn, L.,
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conducted in ways that diminishes t
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the supply chain. Second, suppliers
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In addition, firms’ responses to
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Limitations of the Theory of Planne
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[6] Barney, J. Firm resources and s
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Pan-Pacific Conference XXXIV. Designing New Business Models in Developing Economies

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