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Dan Ariely on the rationality of the Chilean savings plan.

Why large companies are hiring artists to draw their meetings.

By operating in war zones, urban slums, and deep rural areas, companies could not only achieve growth and profits, but could also improve the economic and social conditions of these impoverished regions. Yet how can a company operate in areas with unstable security, poor infrastructure, and little or no formal legal frameworks in place? To do so successfully, companies need to go beyond transactional alliances or legalistic business partnerships with local partners. Instead, they need to develop community buy-in and long-term personal relationships based on trust with "unorthodox" local inhabitants-the ones offering them security and protection rather than technology and business assets. Such deep social embeddedness is not cost-free. To prevent it from derailing their success, companies need to nurture and grow their local partners beyond their specific needs.

Market-based solutions to alleviate poverty have become increasingly popular in recent years. Unfortunately, there are very few examples of profitable businesses that market socially useful goods in low-income markets and operate at a large scale. This article examines three case studies of multinational firms that tried to market unquestionably useful products-clean water, eyeglasses, and nutritious yogurt-to the poor but did not succeed commercially. The article also discusses two positive examples of profitable BOP ventures: mobile phones and detergents. Developing strategies for marketing socially useful goods to the poor, far from triggering a revolution in business thinking, requires firms to get back to the basic principles and rules of economics and business.

Entrepreneurial leadership is crucial for economic growth in all countries, yet little is known about the leadership style of entrepreneurs in transition economies such as the BRIC countries (Brazil, Russia, India, and China). There has been a need for research into cross-cultural similarities in entrepreneurial characteristics that would support an argument for convergence across cultures. This article investigates entrepreneurial leadership styles based on interviews with 130 exemplary Russian entrepreneurs over a recent five-year period. The results showed that a large majority of these entrepreneurs had adopted an open leadership style similar to U.S. entrepreneurs, adding support to a convergence theory of entrepreneurial leadership style.

Given the crucial role that IT plays in businesses today, the Chief Information Officer (CIO) is seen as having a significant responsibility in ensuring that IT's value is optimized. However, the history of IT investments has not been glowing and, as a consequence, blame for this situation is usually placed at the feet of the CIO. To explore further the role of the CIO and its link with organizational performance, interviews were conducted with CIOs, CxOs, and commentators. From an analysis of the data, a model linking the CIO role with organizational performance enabled by IT was developed. This model highlights the critical factors contributing to CIO and, ultimately, IT success. Of central importance is the environment within which the CIO operates and, in particular, the pivotal role of the IT savviness of the CEO and the leadership team. It reveals some uncomfortable lessons for CEOs and other c-suite members.

Uncertainty is at the center of many of the most important strategic decisions made by private businesses and public agencies. Many of these decisions are driven by judgmental rather than data-rich uncertainties-the rate of climate change, the impact of globalization, the prospects for regional conflicts, the extent of environmental legislation, or the advancement of technology. To help improve the way these important judgment-driven decisions are made, an emerging tool-prediction markets-can improve this practice and thereby improve the quality of strategic decision making. While it is important not to be carried away by the latest fad, prediction markets will play a major role in improving the quality of strategic decisions in the future.

Strategy maps are designed to help execute strategy and bring predictive qualities to key performance indicators by linking them according to perceived cause-and-effect relationships. However, in our experience strategy maps are often extrapolations of past performance and are seldom sufficiently linked to possible future states. In this article, we argue that scenario analysis could play an important role in the design of strategy maps, as it is an effective method to look at the future. Through the development of scenarios, organizations can think creatively about possible discontinuous future states and can prepare themselves for multiple plausible futures, not only the one they expect to happen. Therefore, scenario-based strategy maps could enable organizations to face strategic uncertainty in a more effective way and make them more sustainable in the longer term. This article highlights the strengths and weaknesses of strategy maps and scenario analysis, and outlines a method to develop scenario-based strategy maps both in theory and by presenting a significant example.

Being more market oriented-in other words, getting closer to customers while keeping a wary eye on competitors in order to respond quickly and effectively to changing market conditions-has long been viewed as a key way of improving competitive advantage. However, there is still a lack of understanding about how to optimize the implementation of market oriented business strategies, particularly in the service sector. This article addresses that gap by investigating how customer and competitor focused practices can be fine tuned to create differential advantages. An in-depth qualitative study of professional, financial, and business service firms in New Zealand suggests that how well market oriented practices are implemented is much more important than the range of practices that are adopted.

To regain its strength, venture capital must return to its roots.

A company's stock price will tend to decline after women are appointed to the board.

With job growth lagging, local communities will be tempted to use tax breaks to attract big employers, but new research by Harvard economist Edward L. Glaeser and William R. Kerr of Harvard Business School indicates that's a misguided approach-growth is highly correlated with an abundance of small firms, not the presence of a few big ones.

How Wall Street stifles innovation.

A survey by biologist Christoph Randler reveals that morning people are more proactive than evening people. That makes them more likely to succeed, especially since corporate schedules are geared to their peak performance hours. Though evening people may be more intelligent and more creative, when it comes to the business world, morning people hold the important cards.

Powerlessness damages organizations-especially in the middle ranks, says HBR columnist Rosabeth Moss Kanter. Hemmed in by rules and treated as unimportant, people get even with management by overcontrolling their own turf. Kanter urges leaders to give employees opportunities to make meaningful contributions, because small wins along those lines can propel big changes.

Warren Bennis, the pioneering management professor, looks back on his career-and at the events that turned a 19-year-old army lieutenant from a blue-collar background into a university president and a leadership scholar.

Fresh data on internet user behaviors around the globe show an East-West divide.

In 2004 the biggest problem the online shoe retailer Zappos faced was how to staff its customer call center with dedicated, high-caliber service reps. The company's headquarters were in San Francisco, where the high cost of living-and the upwardly mobile Silicon Valley mentality-deterred people from making customer service a career. Although it is an internet company, Zappos finds that most customers telephone at least once at some point. Its philosophy is to view every one of the thousands of phone calls and e-mails it receives daily as an opportunity to build the very best customer service into the brand. To do that, Zappos would need to find call center reps elsewhere. But the outsourcing possibilities were disappointing, and the company's previous experience with using vendors for warehousing and shipping had been poor. Hsieh and his team realized that customer service should permeate the whole company, not just one department. So they decided to move their headquarters to Las Vegas, a 24/7 city where employees are used to working late hours and the economy is focused on hospitality. Surprisingly, more than 75% of the staff was willing to relocate, and the company culture became even stronger as a result of the move. Although Amazon now owns Zappos-which has expanded into clothing, housewares, cosmetics, and other items-Hsieh's customer service still strives to make a personal connection with shoppers. He calls the Zappos reps the best in the world.

Harvard Business School's Christensen teaches aspiring MBAs how to apply management and innovation theories to build stronger companies. But he also believes that these models can help people lead better lives. In this article, he explains how, exploring questions everyone needs to ask: How can I be happy in my career? How can I be sure that my relationship with my family is an enduring source of happiness? And how can I live my life with integrity? The answer to the first question comes from Frederick Herzberg's assertion that the most powerful motivator isn't money; it's the opportunity to learn, grow in responsibilities, contribute, and be recognized. That's why management, if practiced well, can be the noblest of occupations; no others offer as many ways to help people find those opportunities. It isn't about buying, selling, and investing in companies, as many think. The principles of resource allocation can help people attain happiness at home. If not managed masterfully, what emerges from a firm's resource allocation process can be very different from the strategy management intended to follow. That's true in life too: If you're not guided by a clear sense of purpose, you're likely to fritter away your time and energy on obtaining the most tangible, short-term signs of achievement, not what's really important to you. And just as a focus on marginal costs can cause bad corporate decisions, it can lead people astray. The marginal cost of doing something wrong "just this once" always seems alluringly low. You don't see the end result to which that path leads. The key is to define what you stand for and draw the line in a safe place.

Because managers hold a status in society similar to that of doctors and lawyers, it is natural to think of business as a profession-and of business schools as professional schools. But, argues Barker, a professor at Cambridge University's Judge Business School, that can lead to inappropriate analysis and misguided perceptions. We turn to professionals for advice, he writes, because they have knowledge that we don't. We trust their advice because they've been guaranteed by professional associations that establish the boundaries of the field and reach consensus on what body of learning is required for formal training and certification. These associations make a market for professional services feasible. Although business schools might be able to reach consensus on what they should teach, the proper question is whether what they teach qualifies students to manage. After all, successful businesses are commonly run by people without MBAs. Managers' roles are inherently general, variable, and indefinable; their core skill is to integrate across functional areas, groups of people, and circumstances. Integration is learned in the minds of MBA students, whose experiences and careers are widely diverse, rather than taught in the content of program modules. Thus business education must be highly collaborative, with grading downplayed, and learning must differ according to the stage of a student's career. Business schools are not professional schools. They are incubators for business leadership.