Opinion

With the cost-of-living crisis spiralling, Brits are being offered skilful ways to save the extra change when shopping for clothes online.

The penny-pinching team at NetVoucherCodes.co.uk have found 12 useful hacks to slash the price of an online shopping spree.

As a result of household bills steadily increasing, many shoppers are worried about spending their money online.

But using simple methods such as renting out an outfit or buying one standout piece, can help people create a stylish new wardrobe for half the price.

John Stirzaker from NetVoucherCodes.co.uk said: “With households facing rising energy bills, many people are hesitant to buy clothes online in order to save money.

“We wanted to provide some useful tips to help Brits get a bargain when online shopping and allow them to revamp their wardrobe without the heavy price tag.

“Doing simple tricks such as leaving the items in the basket can lead to retailers offering discount codes as a way to encourage you to make the full purchase.”

Here are 12 hacks by NetVoucherCodes.co.uk to save cash when online shopping:

One off premium delivery

It’s cheaper to buy delivery for a year at £9.99 instead of purchasing delivery for every order at around £4. This way you can receive your clothes quicker and for a better price too!

Have a wardrobe refresh

Out with the old and in with the new. If you’re looking for a style change, take all your clothes out and think “Do I still need this?” and then get selling on second-hand clothing apps. Once you’ve started selling, use the extra cash to pay for new outfits to freshen up your personal style.

Purchasing second-hand

Who doesn’t love vintage? Second-hand is becoming a trendsetter for shoppers, as you only need a limited budget to receive desirable clothing sets which look almost brand new.

Find a discount code

It’s easier than ever to find sites offering discount codes to help buyers get the best deal available. Have a browse at what clothing discount codes are available to help save those extra pennies.

Buy a standout piece

This means an item of clothing which you can wear with multiple outfits, but on its own, it beams from the wardrobe. It could be a vintage denim jacket, or a pair of high-quality black jeans which won’t get ruined after a month of usage.

Use the ‘need not want’ mindset

It’s a mental challenge holding back the ‘add to basket’ on everything you want. Resist the need to have a Julia Roberts “Pretty Woman” moment and be sensible with what you need to buy, otherwise it can spiral into an unnecessary shopping spree.

Rent your clothes

This growing trend in the fashion industry involves you using a clothing rental service to select outfits for special occasions. It might be the money saving solver when you need a new outfit for a wedding or a fancy meal, saving the costs of paying in full for an outfit that will never be used again.

Wait for price drops

Don’t ever buy clothes when there’s no special offer on. Shoppers often make the mistake of purchasing clothes with a typical 10% off code, but if you check throughout the week, websites often have a 20-35% off voucher.

Seasonal buying

Being prepared is never a bad trait and the same goes for buying off-season clothes. Winter clothing will be less popular to buy in summer and therefore the prices will be even better.

Leave everything in the basket

It’s a tool most people are still unaware of but leave your items in the basket a day or two after putting them in there. This often leads to retailers offering discount codes to persuade you to buy the clothes.

Don’t fall for the brand

It’s tempting to go for well-known brands, but if you find a product which has the same quality of material, then you’ll be getting better for your money.

Create a checklist

Ready, set, stop? Before you even begin to browse, create a reasonable list of clothes you need to buy, whether it be a new t-shirt for the summer or a pair of trainers to replace your broken ones.

For further tips to save cash on online clothes, head over to NetVoucherCodes.co.uk.

Time-honoured traditions meet new green technology in rural Washington

[London: 28 June 2022] Sustainability meets technology in the recently completed Woodinville Whiskey facility, where the age-old process of distilling whiskey is married together with green technology in the form of Kebony, a global leader in the production of sustainable wood. Situated in rural Quincy, Washington, the site is home to Woodinville Whiskey’s small-batch bottling, barrelling and ageing facilities.

Designed by Seattle-based Graham Baba Architects, the completed warehouses are part of what will eventually be six, 25,000 square-foot structures, spread across a generous 10-acre complex, with the third build to be completed this July.

Maintaining the simple, rectilinear gabled form and dark brown hue of the Woodinville distillery, the new complex’s structures are clad in Kebony and dark metal siding. Kebony wood was selected for its eco-friendly credentials and durable nature, which will stand strong against the extremes of the Washington climate.

A Norwegian company, Kebony uses a patented technique to transform sustainably sourced softwoods with hardwood-like properties such as dimensional stability, without compromising on appearance.

The transition between office and process areas is demarcated with a long vertical window that folds from wall to ceiling, transforming into a skylight. Horizontal windows on the north wall of the processing area frame the adjacent agricultural landscape and farmstead. A row of skylights provides natural daylight into the processing space, while south-facing photovoltaic rooftop panels provide a renewable source of electricity.

Selective elements demolished at the Woodinville distillery (steel and old growth Douglas fir stairs and steel railings) were salvaged and repurposed for the new complex, keeping them out of the landfill while creating a spiritual and physical link between the two sites.

Founded by friends Orlin Sorensen and Brett Carlile, Woodinville Whiskey reflects their passion for a product that blends craft methods with the historic tradition of bourbon whiskey production. The Quincy campus is a study in cutting edge design, utilising high-quality materials to reflect the innovative creation of the whiskey.

Susan Tillack, Associate Principal at Graham Baba Architects commented: “Kebony was a natural choice for the front facades as the clients wanted the warmth of wood, but the material had to be durable enough to withstand the extreme heat and cold of eastern Washington’s weather, without requiring continuous maintenance. For us, it was a perfect fit due to the beauty of the product, its sustainability and the ease of installation with the use of Kebony’s rainscreen system.”

Nina Landbø, International Sales Manager at Kebony, added: “It is pleasing to see that Woodinville Whiskey’s newest addition recognises the importance of using sustainable materials in construction. By pairing recycled materials with Kebony, the warehouses work to minimise their environmental impact, maintaining this with the generation of green energy. The visually impressive structures pay homage to rural America, displaying the Woodinville brand for all to see.”

People struggle to express themselves authentically at work because they feel a need to conform to the tenets of the workplace culture, Dame Inga Beale, the former and first female CEO of Lloyd’s of London, told ESCP Business School.

Speaking on the school’s ‘We All Make Mistakes’ podcast to the host and Professor of Entrepreneurship Ben Voyer, Dame Beale said that companies with a strong traditional culture can be resistant to modernisation as new employees are either absorbed into the current culture, or decide to leave.

“They would come in with a sort of modern attitude, doing everything on their mobile device, living in a very digital world. You would then see them 12 months later and they were as old as your father, or your grandfather. They’d been cloned, because they realised, ‘Gosh, this is how you succeed here. I’ve got to behave just like them,’” she says.

According to Dame Beale, this can create a problem for women and LGBTQ+ workers going into predominantly gender-stereotyped industries.

She believes that employees can come to feel like chameleons, which can provide them with the adaptability to succeed in business, but at the cost of being able to authentically express their real selves.

“If a culture in an organisation is so strong, you tend to mould to it,” she says.

Dame Beale was also an openly bisexual woman during her time as a CEO. When asked what advice she has for employees who are nervous about coming out, she says, “I would always encourage people to find a group, find allies, find somebody you can have a conversation with.”

Employees still choose to closet their sexualities in workplaces that do not feel “gay-friendly”, Dame Beale believes, which negatively affects their careers as their attempts to conceal parts of their authentic selves can be interpreted as unfriendliness by others in the company. Dame Beale recollects being closeted herself during part of her time working in the financial services sector.

The mission of the ‘We All Make Mistakes’ podcast is to find value in what everyone is trying to avoid: getting it wrong. Its purpose is to challenge the perception of what it means to be successful and show that people in the top levels of industry have not always made flawless decisions. Doing so, it showcases the human-side of leaders.

The podcast can be viewed here:
https://thechoice.escp.eu/podcast/series/we-all-make-mistakes/

https://thechoice.escp.eu/podcast/dame-inga-beale-on-embracing-your-identity-from-chameleon-to-role-model/

More than half (57%) of those in the finance industry wouldn’t accept a job with a company known for having a toxic workplace culture, according to new research from Culture Shift.

As the ‘great resignation’ continues to impact organisations nationwide, combined with skills shortages which are affecting most if not all sectors, there has never been more pressure on organisations to truly understand what is important to their people.

The research from the impact software developer reveals that more than two fifths (45%) of employees in the sector wouldn’t apply for a job with a company that had poor online reviews, let alone accept a job.

“Our research shows employer brand can be tarnished as a result of having a toxic workplace culture. However, as more than third (35%) of financial services workers across the UK have experienced problematic behaviour at work, it’s clear leaders aren’t fully aware of the true impact toxic workplace culture can have on their people and organisation.

“From work-life balance, to trusting their employers and colleagues, positive workplace experiences are more important than ever before, yet leaders are failing to put measures in place to protect their people. Not only does this impact an organisation from an employer brand point of view, but it can also impact investor appeal and result in challenges when looking to attract new talent,” comments Gemma McCall, CEO, Culture Shift.

The new research out today reveals that almost half (46%) of financial services workers would leave a bad review online or warn people about applying for a job with a company due to bad culture.

On how toxic cultures are affecting the UK’s financial services workforce, the research revealed:

• 46% have witnessed problematic behaviour (such as bullying, harassment or discrimination) at work
• 45% have previously left a job due to a bad workplace culture
• 31% confirmed an incident, such as bullying, harassment or discrimination, at work has led to them not trusting their employer

However, having a reputation for toxic workplace culture doesn’t just impact recruitment opportunities and employer brand, it also has a direct impact on an organisation’s bottom line from both a consumer and investor point of view.

In fact, the new nationwide study reveals two in three (62%) say they wouldn’t buy a product or service from a company with a reputation for treating employees poorly, while almost three in four (71%) investors wouldn’t invest in a company with a problematic workplace culture.

“The true impact toxic workplace culture has on an organisation really shouldn’t be underestimated. From influencing future applicants and investors, to affecting the lives of those experiencing and witnessing bullying, problematic behaviour in the workplace often has a lasting impact on both an organisation and its people.

“The only way organisations can reduce this risk is to commit to eradicating problematic behaviour in the workplace by putting culture at the top of their agenda. There will never be a one size fits all approach for all organisations to adhere to, however there are steps which all leaders can put in place to ensure they’re protecting their culture,” concludes Gemma.

To access the full ‘Reputational repercussions of problematic behaviour’ report, visit https://info.culture-shift.co.uk/reputation-report

By Diana Chambers, the Family Wealth Mentor

We all have relationships with money, just as we have relationships with people. We express our desires, needs and beliefs within those relationships and they are charged with emotions.

Two decades ago, I started the Chambers Group to offer strategic philanthropic advice and to be a mentor for individuals and families, addressing the human dimensions of their wealth. My role as a Family Wealth Mentor™ is to help my clients relate to their wealth in emotionally intelligent ways, whether it involves inter-generational issues; inheritance; the sale of a family business; or an individual’s place in the family.

The primary function of money was originally as a medium of exchange, but our current global monetary system has evolved in ways that do not treat all people fairly. There is nothing intrinsically wrong with wealth and many people who are wealthy are deploying their resources in generative ways. What matters is how you relate to your wealth, what you do with it, and how you relate to others because of, or, in spite of it. 

Learning from money is a lifelong journey into greater freedom and wellbeing. In 2016, I wrote True Wealth: Letters on Money, Life and Love, highlighting the common struggles I saw in my clients and proposing ways for the affluent to harmonize their relationships with wealth and those they love.

The problems come when we give money meaning that it cannot realize and create a delusional bubble around it, wanting it to achieve the impossible for us. We might hope that money will bring us freedom, love, and security; but then we may be uncertain if we are loved for ourselves or for our wealth. And invariably, we feel the need to protect ourselves and our wealth. Money – or having more money – alone will not give us what we are seeking.

Yet if we are discerning, we can use money to enhance our happiness. As Elizabeth Dunn and Michael Norton described in their book Happy Money, people who spend primarily on experiences that strengthen their social relationships and on investing in others feel more happiness. 

When you take the time to listen closely to yourself and act on what you truly know, wealth can find its natural balance in your life. You will discover thoughtful, creative ways for your wealth to flow and to do this you need to be connected not only with yourself but with what is unfolding in society. 

While the dangers of worshipping money and the importance of keeping it in its proper place are recognized in many of the ancient scriptures, as a global society we adulate money and the holders of it. The dominant capitalist message to keep accumulating can pull us out of alignment from our true nature, which would ordinarily signal to us how much is enough or not enough.

Money is a mirror. We can use it to identify what is motivating us, ranging from what we love to what we fear most deeply. Money can be our teacher if we study and appreciate the lessons offered. How you handle money in your relationships illustrates whether you are connected to or disconnected from yourself and from the people you are in a relationship with, so your money behavior can tell you a great deal about yourself.

As a wealth mentor, I have helped my clients to look in the ‘money mirror’ and to understand the money messages they have received and given throughout their lives, and the belief systems on which those messages were built. With such awareness we have the opportunity to choose.

Yet how we deploy money is often so unconscious that, without the help of skilled facilitators, we find it hard to understand the roots of our financial behavior. Our cultural milieu does not invite such close examination, emphasizing strength and confidence while encouraging us to believe that more is always better. Yet curiosity leading to self-awareness, combined with vulnerability is a pathway to health.

The first step to inner clarity is to recognize any fear, anxiety, or discomfort in your relationship with money and appreciate why you carry it – perhaps it is a fear of scarcity which stems from childhood experiences, or maybe it is a difficulty receiving gifts because you worry it will compromise your independence. 

I have addressed this subject in an article, available as a free download on my website, entitled Money Wisdom Unlocked: Understanding Trauma as a Key to Your Financial Behavior. In it, I argue that only by understanding the roots of your behavior and beginning the task of healing your underlying trauma – we all have some – can you sense what is right for you to do rather than attempting to pursue what you believe will give you security.

Wealth does not equal freedom. Our financial assets cannot replace an inner sense of wealth, knowing that we are enough, and we will always have enough. If material wealth is being used to replace inner wealth, the emptiness will remain. Our work is to build our inner wealth. 

If we allow money to flow through us and into society – rather than trying to build our perceived sense of security – we are on the right path.

ends

Money Wisdom Unlocked: Understanding Trauma as a Key to Your Financial Behavior is available from https://dianachambers.com/

New research has found that one in three (37%) employees consider their current job to be at risk from automation and digital transformation.

HR software provider CIPHR has compiled a list of the occupations that are the most and least likely to be replaced by technology or machines, based on the results of a survey of more than 1,000 UK workers: www.ciphr.com/jobs-at-risk-from-automation. Survey respondents were asked to rate the likelihood that their own occupation could become automated in the future, due to advances in smart technologies, artificial intelligence (AI) and machine learning, and robotics.

Around a third of women (33%) and over two-fifths (43%) of men consider it likely or very likely that automation could replace their jobs. While over half (54%) of those aged 18-to-24-years-old, compared to around a quarter (27%) of over-45s, believe that their job might not exist one day.

Just because an occupation could become fully automated, however, doesn’t mean it necessarily will. A more widely accepted view is that many roles will adapt and evolve and that new roles will be created, as even more work tasks and business processes – particularly those that are more routine or repetitive – can be done efficiently by machines.

To find out how closely people’s perceptions of automation match the reality – or, rather, the likelihood – of what’s to come, CIPHR compared its survey results with a report by the Office for National Statistics (ONS) on the probability of automation in England. The findings show a distinct difference, for almost all occupations included in the study, between what workers think is likely to happen to their current jobs and what ONS researchers predict will happen to those jobs.

In many cases, people vastly underestimated or overestimated the likelihood of their occupation becoming automated. This disparity suggests a significant misconception about which jobs (and which tasks within them) are susceptible to automation, with many employees unaware and potentially unprepared for the changes that may lie ahead in their working lives.

Kitchen and catering assistants, cleaners, and sales and retail assistants – some of the occupations with the largest number of workers in the UK – are among the occupations to be given a ‘probability of automation’ score of over 60% in the ONS report (ie 60% or more of those jobs are at risk from automation). The people working in those roles, however, are more conservative in their estimations – rating the likelihood of their job being replaced by automation as 42%, 17% and 43% respectively.

On the opposite end of the scale, many of the jobs assessed as ‘low risk’ of automation (with a ‘probability of automation’ score of under 30%) in the ONS report, such as nurses (25%), IT directors (25%) and accountants (26%), aren’t necessarily considered so by the people doing those jobs (who rate the likelihood of automation as 32%, 55% and 64% respectively).

The perception gap (between the ONS’ probability of automation vs survey respondents’ opinions on whether their job is at risk from future automation) varies significantly by job type. On average, people working in non-desk-based, more labour-intensive roles are more likely than their desk-based counterparts to underestimate the impact of automation on their occupation in the future (69% compared to 49%). While half of workers in desk-based jobs overestimate the likelihood of their occupation becoming automated.

Similarly, a greater proportion of people working in jobs that pay over £40,000 a year are more likely to overestimate the likelihood of their occupation becoming automated than those earning under £31,285 – the UK’s average median annual salary for full-time employees (76% compared to 29%).

Yet, the majority of occupations with the highest probability of automation, according to ONS analysis, are among the lowest paid. Over 90% of the occupations in CIPHR’s study that have an ONS ‘probability of automation’ score of 50% or more pay under the UK average wage. Most (66%) also have a predominately female workforce.

Occupations most likely to underestimate their risk from automation include:

Occupations most likely to overestimate their risk from automation include:

Occupations with the smallest difference (1% or less) between the two sets of results (CIPHR’s survey and the ONS’ report) include human resource managers and directors (29% of this occupational group think their job is likely to be replaced by technology or machines), IT user support technicians (27%), programmers and software development professionals (27%), restaurant and catering establishment managers and proprietors (38%), and bookkeepers, payroll managers and wages clerks (55%).

Claire Williams, chief people officer at CIPHR, comments: “CIPHR’s job automation study reveals some surprising insights into how people perceive the role of technology and automation in the workplace, particularly when it comes to their own careers.

“Almost every industry has been transformed in some way by technology. And while digitalisation and automation have brought many positive benefits to organisations, such as improved efficiencies and productivity, streamlined processes, and reduced costs and timesaving, there is still much uncertainty about how it will impact people’s jobs in the long term.

“The challenge is to get the right balance of technology and people. Employees need to feel valued, that their roles have been enhanced by technology rather displaced by it. People often underestimate the human skills that they bring to their roles – the many parts of their jobs that can’t easily be replaced by algorithms and AI. The workplace and job roles will continue to evolve with technology, so employers need to consider the best ways to upskill and reskill their existing employees to keep up with these changes – making sure that they have the capacity, skills and capabilities to do their jobs and progress in their careers.”

CIPHR polled a representative sample of 1,031 employed British adults to find out whether they thought their job could become automated in the future (they were also asked to disclose their exact job titles). The results are available at www.ciphr.com/jobs-at-risk-from-automation.

Due to the survey’s sample size, some job titles were underrepresented and therefore too statistically unreliable to include.

More than 600 organisations use CIPHR’s people management platform globally across the public, private and non-profit sectors, with customers including Bunzl UK, Claire’s Accessories UK, Devon Doctors, Early Years Alliance, Fareham College, Haygrove, Met Office, Norton Way Motors, Safestyle UK, Sport England, Thorntons Law, The Royal Society of Medicine, Vision Direct, Volkswagen Group UK, and Willerby. 

For more information, please visit www.ciphr.com.

While there are a variety of strategies available, it’s important to select one that works best for you and your style of trading. Many traders choose to use the breakout and swing trading strategies. These strategies utilize high volume and news sources to determine the next best move for a stock. They usually hold a position until the price reaches a certain target point, then fade their position to a profit by fading the price. You should also keep a close eye on upcoming earnings announcements.

Speculative strategies are based on speculation. Individuals should not engage in these activities unless they are very experienced. Some traders also opt for automated trading systems. These can be programmed to make trades for them. A good plan for automatic trading will specify the entry and exit techniques, risk and reward parameters, and other details. It’s important to remember that the strategies can be difficult to execute without a plan and guidance, but it’s vital for successful trading.

The long call and put options strategies are both speculative. The first involves buying a call option and hoping that the price of the stock will be higher than the strike price. The upside of this strategy is a lot of money. In addition, if the stock price rises, the put option will increase in value. This strategy is a great way to increase profits on stocks.

Position trading is an effective trading strategy that involves holding a position for a long period of time. The goal is to capitalize on long-term trends and ignore price fluctuations. This strategy involves ignoring small changes and waiting for a trend to reverse. However, it does require a lot of experience and skill. Another popular and profitable strategy is scalping. Scalpers look for opportunities in small price movements. They typically use short-term charts, and require discipline.

There are many types of trading strategies, and the best strategy depends on your personal preferences, your risk tolerance, and your personality. For example, if you want to trade for the long-term, you should look into purchasing synthetic puts and selling a put option at the same time. By executing both of these strategies, you can maximize profits and minimize your losses. You can even try out new strategies on demo accounts before investing real money.

If you’re a newcomer to the stock market and are thinking of joining a Platform Broker program, this article will provide you with some basics on choosing the right one for your trading needs. There are a few things you should look for, but they will all benefit your trading experience in one way or another. Make sure to read through the following information carefully to find the right one for your needs. If you have any questions, feel free to contact us.

A platform that supports equities management provides a comprehensive set of features for managing options, stock options, and municipal securities. It can also support various trading models including RSU liquidity, continuous trading, and block trading. Additionally, it can facilitate end-to-end settlement process management. The benefits of using a platform broker go far beyond making trading decisions. The following are just a few of the many benefits of platform brokers:

The payout time of a platform broker will vary from one company to another. Some offer withdrawals within 24 hours, while others require several days to clear your funds. It is vital to note the withdrawal time for your broker before choosing the one. If it’s more than 24 hours, look for a platform that allows you to withdraw money instantly. Finally, check out whether the Platform Broker offers web browser platforms or apps. If you want to trade using a mobile device, be sure to look for a platform that allows you to withdraw profits via your smartphone.

There are two kinds of trading strategies: swing trading and technical analysis. Depending on your preferences, you can use either one of them. The fundamental type focuses on analyzing the price movement over multiple days. Meanwhile, technical traders use macroeconomic and microeconomic indicators to make their decisions. Lastly, you should be aware of the risk management methods you choose. When you do, you should be able to choose which one works best for you.

There are many different types of trading strategies. If you’re looking for a more profitable strategy, you should learn about swing trading. This strategy involves buying put options and holding them until the price of the stock drops. You can then profit from the downside if the market trend does not match your expectations. You can use a combination of both strategies to make a winning choice. This strategy is not for beginners.

Among the different types of trading strategies, swing trading is the most common. Its focus is on the price movement of a stock. It looks for a breakout from a consolidation. Its key statistic is Relative Strength Rating, which tells you whether a stock has been in a trend for a long time. It also confirms whether institutional investors have bought shares.

A trader should understand that the end of the day profit is dependent on the strategies he or she uses. While some strategies are complex, simple strategies often work well. Developing a strategy is a skill that takes time to master. And remember, success doesn’t happen overnight. You must be disciplined and have a plan. You should develop a strategy for each type of trading you use.

Produced in Association with X Open Hub

Regulators have just as much of an impact on whether or not as firm is able to disrupt an industry, as the innovative products and services of the firm itself, according to new research from emlyon business school.

There are many firms that innovate and have the potential to become disruptive, however the actions of a regulator largely impact on the possibility of the firm disrupting an industry.

Regulators can utilise their powers to block such firms from entering an industry, or can incorporate these firms, by removing, adding or modifying regulation to suit their innovative needs.

These are the findings of research conducted by Nicholas Occhiuto, an Assistant Professor at emlyon business school’s Center for Work, Technology, and Organization.

Professor Occhiuto used the launch of Uber, the disruptive ride-hauling service as a case study into disruptive, innovative firms and the impact regulators have on their launches.

By utilising over 140 interviews and ethnographic observations, the researcher was able to analyse how regulators and lawmakers responded to Uber’s market and non-market strategies, in the highly regulated taxi markets of New York City, Chicago and San Francisco.

Through the research, Professor Occhiuto identified the original method regulators and lawmakers utilised – enacting blocking strategies, whereby they took measures to stop Uber from entering and disrupting the industry.

However, following Uber’s entrepreneurial corporate political strategy of becoming ‘too big to ban,’ regulators and lawmakers shifted to an incorporating strategy, whereby they added or modified existing regulations to align with Uber’s practices.

The researchers identify three very specific strategies that regulators used in order to incorporate Uber; horizontal venue shifting – where regulation is shifted to a different regulator; vertical venue shifting – where regulation is shifter to a higher authority; and reinterpreting existing regulations – where existing regulations were altered for Uber.

Professor Occhiuto says,

“Many firms with innovative strategies or products and services look to enter a market incredibly bullishly, launching in a sector or region and loudly making themselves known to customers, competition and regulators too. Often this can ruffle many feathers, and regulators may see this as an opportunity to block said firms. However, my research shows that regulators can also work to enable disruptive firms and adapt regulation to their organizational goals, and make the market disruption a lot easier for the firm.”

The results of the research showcase the hugely important role that regulators and lawmakers have in the launch of innovative firms and whether or not they are able to actually impact and disrupt on an industry once they launch.

For innovative firms looking to launch in a new market, the researchers suggest it is wise for start-ups to pursue a non-market and corporate political strategy that engages with regulators and lawmakers, as opposed to simply focusing on ruffling feathers and disrupting the industry through innovation.

This research was published in the journal, Socio-Economic Review.

Technological overlap increases a firm’s invention performance, whilst product market overlap decreases it, finds new research from the University of Cologne.

The research, conducted by Dr. Christian Schwens, Dr. Matthias Schulz, and Steffen Runge, aimed to find out how technological, geographical, and product market overlaps between a firm and its alliance partner influences the firm’s invention performance, by shaping the learning and competitive tension in a research and development alliance.

The study found that the firm’s invention performance is influenced positively by technological overlap and negatively by product market overlap.

Moreover, the researchers argue that product market overlap negatively moderates the positive relationships between technological and geographical overlaps and the firm’s invention performance.

They found that product market overlap is distinct from the other types of overlap: it changes the focus of the alliance from joint value creation towards private value appropriation.

This way, product market overlap not only decreases a firm’s invention performance, but also weakens the positive impacts of technological and geographical overlaps on a firm’s invention performance.

“Technological overlap tends to foster the firm’s ability to learn, as the firm and its partner increasingly share a common framework, which facilitates interfirm learning and knowledge transfer. Such common framework enables the firm to recognize, assimilate, and apply valuable knowledge from its partner, which increases its absorptive capacity,” says Dr Schwens.

The research was carried out through testing the hypotheses on a dataset of 215 R&D alliances formed by 94 U.S. pharmaceutical firms over 17 years.

It was published in the Wiley Strategic Management Journal.