Nuestros investigadores

Javier Ignacio Arellano Gil


Publicaciones científicas más recientes (desde 2010)

Autores: Aranda León, María del Carmen; Arellano Gil, Javier Ignacio; Davila Parra, Antonio
ISSN 0001-4273  Vol. 60  Nº 3  2017  págs. 1189 - 1211
This paper examines organizational learning in a target setting. Organizations commonly set targets-explicit and quantitative reference points-for their operational units that reflect top management aspirations for these units. Targets are commonly the outcome of a subjective process where supervisors combine their explicit and tacit knowledge to set performance expectations for their units. Using a proprietary database from a large European travel company during a period of rapid expansion, we document the effect of organizational learning by studying how targets change as units mature. In particular, we examine managers' experiential learning from branches' past performance and their vicarious learning from branches in the same region in determining performance expectations over the life cycle of branches. Our results indicate that, in setting performance targets, managers increase the weight of a branch's past performance and decrease the weight of comparable branches' performance as the branch matures. Vicarious learning, where managers extrapolate the performance of comparable branches to a new branch, dominates in the early years. Over time, this type of learning is replaced by experiential learning as experience accumulates. We document how early on in the life of branches, these two types of learning interact; this interaction disappears as branches mature. Furthermore, we find that managers learn differently from successes and failures early in the lives of the new units, and this learning is affected by the magnitude of the successes and failures.
Autores: Arellano Gil, Javier Ignacio; Aranda Leon, Carmen
ISSN 1049-2127  Vol. 22  2010  págs. 271 - 299
For a strategy to be effective it must be communicated and widely understood throughout the organization. Our study addresses which of two Strategic Performance Measurement Systems (SPMSs) approaches is more successful at communicating strategy and generating consensus on strategy among managers: (1) the BSC, which makes explicit the links among measures and categories in a hierarchical mode, and (2) an alternative SPMS design, which splits measures into financial and non-financial, but lacks this hierarchical structure of links. We conducted a field experiment in a savings bank and monitored two groups of middle managers working with each of the two SPMS designs. Our results show that (i) middle managers treated with the BSC exhibit a statistically significantly greater effect regarding consensus with respect to top management than those treated with the alternative SPMS, (ii) this increased consensus is more pronounced as we move down the list of the BSC perspectives, where the majority of non-financial and long term measures are found; and finally (iii) some of the managers treated with the non-linked SPMS experience a loss in consensus. The implications for the SPMS design process are: (1) the reporting of the performance measures links in a hierarchical mode matters when it comes to designing an effective strategy communication device, (2) the dispersion in managers' interpretation of the strategy generated by lacking a linked structure is greater than the tension created by confronting managers' views with the disclosed link structure.