Matching Items (321)
Description
East Asia in the aftermath of the Cold War might provide the most favorable case for realist theory due to historical rivalries, territorial disputes, economic competition, great power politics and deep-rooted realist beliefs among politicians in the region. Yet the fundamental realist prediction of balance of power in the region has not materialized. Neither internal nor external balancing in their original senses is explicitly present. This poses a serious challenge to realism and more broadly, western international relations theories for understanding regional dynamics. Several explanations have been put forward in previous research, such as a total rejection of the applicability of realism for explaining East Asian politics, modifying realism by adding new variables, and focusing on domestic variables. Using a neoclassical realist term, underbalancing, this dissertation goes beyond neoclassical realist theory of underbalancing by reintroducing the distinction between external and internal balancing, which has direct implications for the resources needed for a balancing policy and external reactions to balancing policy. In particular, this approach emphasizes the effect of interaction between states on underbalancing. By doing so, it also highlights what is omitted by realism, namely, the agency of the targeted state at risk of being balanced. In other words, the policy of the state that is aware of its risk of being balanced could draw upon foreign policy tools it possesses to neutralize the balancing efforts from others. This notion of state policies influencing the outcome of balance of power is tested with post-Cold War East Asian politics. The cases included China-Japan and China-ASEAN strategic interactions after the Cold War. Based on materials from public media outlets, official documents and recently leaked U.S. diplomatic cables, this dissertation argues that China's policies towards neighboring states- policies expressed variously through cultural, diplomatic, economic and security initiatives- are indispensable to explain the fact of underbalancing in the region.
ContributorsChi, Zhipei (Author) / Simon, Sheldon (Thesis advisor) / Rush, James (Committee member) / Shair-Rosenfield, Sarah (Committee member) / Arizona State University (Publisher)
Created2014
Description
One clause added to the Mexican constitution on February 10, 2014, set off a sea change in the way Mexican elections are conducted. By requiring states to hold at least one local election concurrent with federal contests, the timing of entire races changed, most notably with regard to a number of gubernatorial races, and Mexico embarked on an adventure of creating concurrence. The result is a wave of governors serving terms of two, four or five years instead of the customary six, creating so-called gubernaturas cortas (short governorships). This phenomenon has potential implications for the relationship of state and federal elections and voter turnout in state races. This work analyzes the potential impacts of concurrence by looking at four previous cases of states that have moved to concurrent elections: Yucatán, which moved its gubernatorial elections forward a year to coincide with the presidential elections beginning in 2012; Guerrero and Baja California Sur, which brought their gubernatorial elections two years forward beginning in 2015 to coincide with midterm elections for the Chamber of Deputies; and Michoacán, which pushed its elections two years back and split the elongated term in two, in order to line up with the federal calendar in 2015. It argues that concurrent elections reduce the disparity between gubernatorial and proportional representation deputy performance, particularly when the election is concurrent with the federal midterm, but that variation continues to exist due to strategic voting effects and the attractiveness of individual candidates.
ContributorsHumbert, Raymond (Author) / Hinojosa, Magda (Thesis advisor) / Kittilson, Miki (Committee member) / Shair-Rosenfield, Sarah (Committee member) / Arizona State University (Publisher)
Created2018
Description
This study examines the factors that shape the timing of a passage of a piece of controversial gender equality legislation by conducting a case study of the abolition of the family-head system in South Korea. This study draws on the method of process tracing with the data collected from the archives and the interviews. The case study mainly compares the legislative processes for the bills on the abolition of the family-head system in 16th and the 17th National Assemblies, in which the bills resulted to opposite outcomes.
This study argues that the institutions of the legislative process mediate the impact of relevant actors for gender equality policymaking. In the bill initiation stage, only a small number of the elected officials are required to introduce a bill, and women representatives serve a vital role as they are more likely to introduce feminist bills than their male colleagues. This study argues that 1) the background of the women influencing their commitment to feminist agendas, 2) strong women’s movements contributing to issue saliency, and thereby the policy priorities of the issue, and 3) the resources and constraints inside the party for feminist policymaking influenced by party ideology, shape how active women representatives will be in advocating controversial gender equality agendas.
In the later stages of policymaking, the efforts of a small number of women members are offset by that of political parties. Emphasizing the positive agenda control of the majority party and the negative agenda control of the minority parties, this study suggests that party issue positions are critical for the outcome of the bill. To explain the party issue position (re)shape, this study underlines 1) public opinion, 2) the emergence of new voter groups leading to the decline of the cleavage politics, 3) new party entry, and 4) women in the party and the party leadership. The findings highlight that the major parties’ issue positions shift in the 17th National Assembly greatly contributed to amplifying the bargaining power of the key allies and weakening the institutional leverage of the opponents, leading to the successful legislation of the bill.
This study argues that the institutions of the legislative process mediate the impact of relevant actors for gender equality policymaking. In the bill initiation stage, only a small number of the elected officials are required to introduce a bill, and women representatives serve a vital role as they are more likely to introduce feminist bills than their male colleagues. This study argues that 1) the background of the women influencing their commitment to feminist agendas, 2) strong women’s movements contributing to issue saliency, and thereby the policy priorities of the issue, and 3) the resources and constraints inside the party for feminist policymaking influenced by party ideology, shape how active women representatives will be in advocating controversial gender equality agendas.
In the later stages of policymaking, the efforts of a small number of women members are offset by that of political parties. Emphasizing the positive agenda control of the majority party and the negative agenda control of the minority parties, this study suggests that party issue positions are critical for the outcome of the bill. To explain the party issue position (re)shape, this study underlines 1) public opinion, 2) the emergence of new voter groups leading to the decline of the cleavage politics, 3) new party entry, and 4) women in the party and the party leadership. The findings highlight that the major parties’ issue positions shift in the 17th National Assembly greatly contributed to amplifying the bargaining power of the key allies and weakening the institutional leverage of the opponents, leading to the successful legislation of the bill.
ContributorsLee, Mijun (Author) / Kittilson, Miki (Thesis advisor) / Simhony, Avital (Committee member) / Shair-Rosenfield, Sarah (Committee member) / Arizona State University (Publisher)
Created2019
Description
This dissertation proposes a theory of authoritarian control of the armed forces using the economic theory of the firm. To establish a “master-servant” relationship, an organization structures governance as a long-term contractual agreement to mitigate the vulnerabilities associated with uncertainty and bilateral dependency. The bargaining power for civilian and military actors entering a contractual relationship is assessed by two dimensions: the negotiated political property rights and the credible guarantee of those rights. These dimensions outline four civil-military institutional arrangements or army types (cartel, cadre, entrepreneur, and patron armies) in an authoritarian system. In the cycle of repression, the more the dictator relies on the military for repression to stay in office, the more negotiated political property rights obtained by the military; and the more rights obtained by the military the less civilian control. Thus, the dependence on coercive violence entails a paradox for the dictator—the agents empowered to manage violence are also empowered to act against the regime. To minimize this threat, the dictator may choose to default on the political bargain through coup-proofing strategies at the cost to the regime’s credibility and reputation, later impacting a military’s decision to defend, defect, or coup during times of crisis. The cycle of repression captures the various stages in the life-cycle of the political contract between the regime and the armed forces providing insights into institutional changes governing the relationship. As such, this project furthers our understanding of the complexities of authoritarian civil–military relations and contributes conceptual tools for future studies.
ContributorsZerba, Shaio Hui (Author) / Thies, Cameron (Thesis advisor) / Wood, Reed (Committee member) / Shair-Rosenfield, Sarah (Committee member) / Arizona State University (Publisher)
Created2019
Description
The purpose of this paper is to understand how companies are finding high potential employees and if they are leaving top talent behind in their approach. Eugene Burke stated in 2014 that 55% of employees that are labeled as a High Potential Employee will turn over and move companies. Burke (2014) also states that the average high potential employee tenure is five years. The Corporate Leadership Council says that on average, 27% of a company's development budget is spent on its high potential program (CEB 2017). For a midsize company, the high potential development budget is almost a million dollars for only a handful of employees, only to see half of the investment walking out the door to another company . Furthermore, the Corporate Leadership Council said that a study done in 2005 revealed that 50% of high potential employees had significant problems within their job (Kotlyar and Karkowsky 2014). Are time and resources are being given to the wrong employees and the right employees are being overlooked? This paper exams how companies traditionally select high potential employees and where companies are potentially omitting employees who would be better suited for the program. This paper proposes that how a company discovers their top talent will correlate to the number of turnovers or struggles that a high potential employee has on their job. Future research direction and practical considerations are also presented in this paper.
ContributorsHarrison, Carrie (Author) / Mizzi, Philip (Thesis director) / Ruediger, Stefan (Committee member) / Department of Management and Entrepreneurship (Contributor) / School of Sustainability (Contributor) / Department of Supply Chain Management (Contributor) / Barrett, The Honors College (Contributor)
Created2018-05
Description
The goal of our project was to determine how to create the most marketable hockey team. To do this, consumer needs, team psychology, and financing were all researched and evaluated. With this information, a business plan was designed around the next NHL expansion team. Two surveys, one for marketing distributed to the general public, and one for team psychology distributed to current and former hockey players were created and sent out, while data for the financing aspect was collected by comparing data from other NHL teams and franchises from different sports. In terms of financials, this comes in lower than average ticket prices, a nice and expensive stadium, the ideal city to generate capital, and sufficient money spent on advertising. Our ticket prices of $140 is based on having a low enough price to generate lots of demand while high enough to make a profit. The $600 million stadium (which will be fully funded) will surely draw a significant crowd. Choosing Seattle as a city is the most ideal to meet these goals and lastly, in meeting with an NHL GM, we determined $4 million in yearly advertising costs as sufficient in creating the most marketable team. Throughout this whole process, we remained data focus. We focused on data from a customized marketing survey, organizational structures, salary cap, and attendance. What our marketing survey results showed us is that our potential fans wanted three characteristics in a hockey team: speed, intensity, and scoring. In looking at organizational structures teams that exemplified these characteristics had a heavy emphasis on development and scouting. So we built our organizational tree around those two ideals. We hired GM Mike Futa, a current director of player personnel for the L.A. Kings, and Head Coach Adam Oates, a current skills development coach for top players to bring those ideals to fruition. In constructing our team we replicated the rules set forth for the Vegas Knights' expansion draft and hypothesized a likely protected list based off of last years lists. As a result we were able to construct a team that statistically out performed the Vegas Knights draft numbers by double, in goals, assists, and points, while also beating them in PIM. Based off of these numbers and an analysis of how goals translate into game attendance we are confident that we have constructed a team that has the highest potential for marketability. For the team psychology area, when creating a roster and scouting players, some of our main findings were that it is important to pursue players who get along well with their teammates and coaching staff, are aggressive, are leaders on the team, and are vocal players who communicate effectively. We also recommended avoiding players who significantly portrayed any "pet-peeve" traits, with the most emphasis placed on "disrespectful toward teammates," and the least emphasis placed on "over-aggression." By following all of these recommendations, we believe the most marketable hockey team possible can be created.
ContributorsQuinn, Colin Christopher (Co-author) / Spigel, Carlos (Co-author) / Meyer, Matt (Co-author) / Eaton, John (Thesis director) / McIntosh, Daniel (Committee member) / Department of Marketing (Contributor) / Sandra Day O'Connor College of Law (Contributor) / Department of Management and Entrepreneurship (Contributor) / Barrett, The Honors College (Contributor)
Created2018-05
Description
Innovation Space is a program within Arizona State University in which two different sponsors fund three teams up to two thousand dollars so they may attempt to solve a prompt given by the sponsor. The teams consist of one student from each of the different schools Arizona State University contains. This includes one student from the W.P.Carey School of Business, Fulton School of Engineering, the School of Design, and School of Sustainability. This year, we had the opportunity to work with Johnson & Johnson and Adidas. Over the course of the year, we worked with Johnson & Johnson to deliver a more organic solution to typical mosquito repellent. The entire year consisted of seven phases. The first four phases dealt with customer research; much of this work involved secondary research online, surveys, interviews, and observations to discover our customer and validate that they would buy our product. Once we discovered who our customer was, then we had to brainstorm a solution to their customer pains. At the end of phase four, we had narrowed our brainstorming down to the top three ideas. Phases five through seven consisted of picking our top idea based off of our presentation to the stakeholders at Johnson & Johnson. Phases five through seven focused on how we would launch our product. At the end of the year, we had multiple business reports that continued to build on each other over the course of the year, as well as many other reports such as SWOT analysis, external forces conditions, and market fit plan.
ContributorsHammes, Christopher James (Author) / Trujillo, Rhett (Thesis director) / Montoya, Tara (Committee member) / Department of Management and Entrepreneurship (Contributor) / Barrett, The Honors College (Contributor)
Created2018-05
Description
The City of Phoenix has historically been developed in an unsustainable way based on the way that autocentric cities have come to mature. By learning from a few European cities, Phoenix can focus on improving in a few key areas that will make the valley more walkable, enjoyable, and beautiful. This process of learning from other European cities can help developers, designers, and others in the development community to improve all of the valley’s different communities with a consistent plan of increasing urban density and ending outward sprawl while redefining the connective tissue that makes up Phoenix. This paper is meant to provide a set of example cities in order to pull specific recommendations and create a system of guidelines for all autocentric cities.
ContributorsCava, Daniel (Author) / Coseo, Paul (Thesis director) / Azevedo, Justin (Committee member) / The Design School (Contributor) / Department of Management and Entrepreneurship (Contributor) / Barrett, The Honors College (Contributor)
Created2020-05
Description
In recent years, companies have been expanding their business efforts on a global scale. This project explores this expansion of American-based multinational corporations (MNCs) in Ireland, and the comparison of how their culture motivation in the workplace. We did a cultural study using Hofstede and Trompenaars' cultural dimensions of the two countries then used McClelland's Needs Theory, Equity Theory, and Herzberg's Motivation-Hygiene Theory in order to create three research questions. (1) How does the manager define success for the firm as a whole and for their employees, (2) How is the definition of success reflected in the company's corporate culture (i.e. values, norms and practices), along with how cultural values, norms and practices affect the company, and (3) How do external forces (i.e. governmental factors, workplace technology, etc.) affect the workplace environment and motivation for employees? With these we hypothesized that for research question 1, we hypothesized that from our study of Hofstede's and Trompenaars' cultural frameworks, Irish employees will show a greater tendency to favor affiliation, nAff, as opposed to a need for achievement, nAch, in American employees, according to McClelland's Needs Theory. For research question 2, we predicted that motivation would be administered through style of feedback to employees and office norms, such as autonomy, flexible hours, and work-life balance. For research question 3, we hypothesized that Ireland would have an impact from external factors such as government and technology, whereas the U.S. employees would face no clear impact. We conducted eight, qualitative interviews using a questionnaire, either in person or via video conference. The interviewees were all managers in some facet and have all had some international experience. Through the analysis of the interviews, we found that the Irish employees focused on how employees are able to help or contribute to a group (nAff), instead of looking at how the contribution of a group can be used to meet individual goals (nAch). The American companies reflected Trompenaars' definition of individualism in which employees focus on collaborating in teams, as long as individual goals are met, and benchmarked collaboration as a performance measure, tying in the need for achievement, for research question one. For the second research question, we found that employees in Ireland had a focus on teamwork in the workplace and much higher respect for work-life balance. American firms, in contrast, had a greater focus on making sure employees were contributing, meeting their goals, and getting their work done. While American firms did acknowledge work-life balance and its importance, there was a priority for coming in early and/or staying late to make sure a job got done. Findings for our third question showed that government factors did impact Ireland more, due to labor laws such as required vacation days in Ireland, and that technology had less of an impact than expected, for both countries. More importantly was our finding that the companies in Ireland were greatly impacted by the decisions made by the business executives in the United States.
ContributorsSong, Jenny Jungwon (Co-author) / Brown, William (Co-author) / Arrfelt, Mathias (Thesis director) / Moore, James (Committee member) / Department of Marketing (Contributor) / Department of Management and Entrepreneurship (Contributor) / W.P. Carey School of Business (Contributor) / Barrett, The Honors College (Contributor)
Created2018-05
Description
Same Bed is a twelve-piece book of poetry that explores the theme of sexual violence. The speaker of the poems is processing the trauma surrounding her rape which leads her to explore her own family's dynamics regarding gender, power, and acknowledgment of sexuality. The speaker also observes the broader issue of how society reacts to rape and the effects that can have on a survivor of sexual violence. In the peak of the manuscript, the speaker pieces together part of her own police report, pinning her own voice and perspective against her rapists.
ContributorsPetersen, Gabrielle Nicole (Author) / Ball, Sally (Thesis director) / Kelsey, Meghan (Committee member) / Sanford School of Social and Family Dynamics (Contributor) / Department of Management and Entrepreneurship (Contributor) / Barrett, The Honors College (Contributor)
Created2018-05