This explains the positive relationship exhibited in our model and also reflects the findings of Mesch et al. (1994) regarding positive effects of negative feedback.

The nature of our sample makes it difficult to generalize results to sales forces in other industries. The predominance of men in these sales positions, though quite representative of the automobile industry, might obscure any gender-related issues in feedback research (Schul et al, 1990). Also, the causal directions of our model, though well-grounded theoretically, cannot be supported by cross-sectional data alone. Experimental designs or longitudinal studies would be necessary to check the directions of influence.

Srivastava, R. and Rangarajan, D. (2008). Understanding the salespeople’s “feedback-satisfaction” linkage. Journal of Business & Industrial Marketing.  23(3)  pp. 151–160.

Our findings support previous research regarding the relationship between feedback and satisfaction (Brown and Peterson, 1993; Kohli, 1985; Teas and Horrell, 1981)

The results, however, do bring to light a number of unanswered questions in this area of study, specifically that current technological trends that, with computer and Internet accessibility at an all time high on college campuses, may make it easier to engage in multiple activities while trying to study. Also, modern educational gurus such as Veen and Vrakking (2006) even promote this.

Kirschner, P. A. Karpinski, A. C. (2010).  Facebook and academic performance. Computers in Human Behavior, 6, 1237–1245.

An obvious interpretation of our results is that all the estimates are essentially zero and the effects on English speakers in Dallas were observed by chance alone. Yet, the size of the results and the consistency with past research on the importance of reading books cast doubt on this as an explanation (Allington et al. 2010, Kim 2007).

Fryer, R. G. (2010). Financial incentives and student achievement: Evidence from randomized trials. National Bureau Of Economic Research: Working Paper No. 15898.

Smith (1995) presents a convincing argument in favour of introducing a system for measuring performance.

This point is reinforced in the EU Industrial Relations in Europe 2004 Report, which claims that ‘coordination, based on shared understanding and mutual trust, may be more important than centralisation of wage-setting’ (2004: 56). This clearly demonstrates that national peak-level employers’ associations do play a key role in the process of collective negotiations.

Meyer-Levy’s previous research (1988) demonstrated that female employees tended to explore more detailed information before making decisions, while males relied on more general information, and their own opinions.

Giddens (2000: 69) indicates that the ‘knowledge economy’ reflects the dominance of dynamic ‘knowledge’ sectors such as finance, computers and software, telecommunications, biotechnology and the communications industries, where highly skilled, flexible ‘wired workers’ are employed within collaborative small business networks in an entrepreneurial culture. Curry (1993), on the other hand, suggests that the ‘new economy’, a related term, is based on smaller firms, industrial districts, flexible firm strategies and production networks and flexible technology, which echoes the flexible specialisation thesis.

In support of Mayo’s opinion, Johnson (1949) stated that the group combination has important effect upon company programs

The best approach to managing people seems to be dependent on the person and context in his model of human nature. Human nature is complex and malleable, and thus human needs differ between individuals. This contingency theory of motivation (Schein, 1992) confirms this view by suggesting that motivation varies on a case by case basis.

Milanovic (2002) illustrates that well-run businesses are of benefit to society.

Some studies, however, have shown that it is not necessarily distraction that is responsible for reducing pain but rather the emotional quality of the distractor. Positive stimuli, such as humour and laughter, are known to reduce pain perception (Cogan et al., 1987; Rotton and Shats, 1996) but increasing the attention required to complete cognitive tasks (distraction without emotion) does not (McCaul and Malott, 1984)

The main disadvantage of these early classifications is that the emphasis on geological inheritance and sea-level history leaves only limited concern for the hydrodynamic processes. The morphology of depositional coastal environments (those consisting of mud, sand and gravel, rather than eroding rocky shores) responds to the relative dominance of river, wave and tidal factors (Boyd el al., 1992)

There is currently an ongoing debate in HRM about the role of HRM providers within companies. For example, there is a growing trend for HR Managers to participate more in the company strategic decision making process (Green, 2013). However, it is not clear whether this trend might have an adverse effect on the ability of HR to deal directly and effectively with employee related issues. It may be that this change of focus will have negative latent functions as Brown (2011) suggests.

In relation to Shenkar’s (2001) ‘illusion of symmetry’, we can argue that UK/Polish difference and German/Polish difference demand to be understood in their own historical and specific context.

Chapman, M., Gajewska-De Mattos, H., Clegg, J. & Buckley, P. J. (2008). Close neighbours and distant friends: Perceptions of cultural distance. International Business Review, 17, 217–234.