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 "identifier": "kaal:entity:corporate-structure",
 "name": "Corporate structure",
 "termCode": "corporate-structure",
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 "author": {
  "@type": "Person",
  "name": "Wulf A. Kaal",
  "identifier": "https://orcid.org/0000-0003-0757-275X"
 },
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  {
   "@type": "Claim",
   "@id": "https://wulfkaal.github.io/claims/3071378-015",
   "identifier": "kaal:claim:3071378-015",
   "text": "Promotion to high level executive positions turns on subjectively assessed skillsets such as leadership, personality, judgment, attitude and initiative, and these facially objective criteria can be distorted with relative ease.",
   "abstract": "executive positions often involves skillsets that are assessed subjectively, such as leadership skills, personality, judgment, attitude, initiative etc.61 Such criteria allow supervisors and managers to apply criteria that facially seems objective, but can be distorted with relative ease.",
   "citation": "Wulf A. Kaal, Blockchain Technology and Race in Corporate America (2017). SSRN: https://ssrn.com/abstract=3071378",
   "datePublished": "2017",
   "claim_type": "mechanism",
   "confidence": "argued",
   "is_failure_mode": true,
   "scope_conditions": [
    "high level executive promotions assessed on subjective criteria"
   ],
   "source_pdf_sha256": "125f01674d13b6bb0310c4be7a20ff538dccbc36ecf352770b3c580028387edd",
   "status": "current"
  },
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   "@type": "Claim",
   "@id": "https://wulfkaal.github.io/claims/3071378-016",
   "identifier": "kaal:claim:3071378-016",
   "text": "Promoted minorities do not necessarily use their new position to promote other minorities; in the existing American corporate structure they often have incentives to race to the top while lifting the ladder behind them.",
   "abstract": "Moreover, if minorities are promoted, they don't necessarily use their new position to promote other minorities. In other words, in the existing corporate structure in American, minorities often have incentives to race to the top lifting the ladder behind them.62",
   "citation": "Wulf A. Kaal, Blockchain Technology and Race in Corporate America (2017). SSRN: https://ssrn.com/abstract=3071378",
   "datePublished": "2017",
   "claim_type": "mechanism",
   "confidence": "argued",
   "is_failure_mode": false,
   "scope_conditions": [
    "existing individualistic and aggressive American corporate culture"
   ],
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   "identifier": "kaal:claim:3071378-017",
   "text": "Top management retains support only so long as others in the corporate structure keep them in power, which gives incumbents an incentive to keep upper management composition unchanged.",
   "abstract": "Second, top management are supported so long as others in the corporate structure continue to hold them in power.64 This gives them an incentive to keep the upper management the same.",
   "citation": "Wulf A. Kaal, Blockchain Technology and Race in Corporate America (2017). SSRN: https://ssrn.com/abstract=3071378",
   "datePublished": "2017",
   "claim_type": "mechanism",
   "confidence": "argued",
   "is_failure_mode": false,
   "scope_conditions": [
    "hierarchical corporate structures where incumbency depends on internal support"
   ],
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   "@type": "Claim",
   "@id": "https://wulfkaal.github.io/claims/3411897-009",
   "identifier": "kaal:claim:3411897-009",
   "text": "The first DAO removed, in essence, all of the core control mechanisms that principals typically employ in agency relationships, having no directors, no managers, and no employees.",
   "abstract": "Indeed, it had no directors, managers or employees. In essence, all the core control mechanisms typically employed by principals in agency relationships were entirely removed in the DAO.",
   "citation": "Wulf A. Kaal, Decentralization - Past, Present, and Future (2019). SSRN: https://ssrn.com/abstract=3411897",
   "datePublished": "2019",
   "claim_type": "empirical",
   "confidence": "asserted",
   "is_failure_mode": false,
   "scope_conditions": [
    "refers to the DAO launched in May 2016 on Ethereum"
   ],
   "source_pdf_sha256": "82f0aea026b3e3a526ec51bc073b3b864dc06cd9083ff9c54c550037045edaa9",
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  },
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   "@type": "Claim",
   "@id": "https://wulfkaal.github.io/claims/3782191-010",
   "identifier": "kaal:claim:3782191-010",
   "text": "A traditional firm is logically centralized because dividing it would break it apart into parts that could not operate independently, a property traceable to the hierarchical order that creates the firm's efficiencies and structure.",
   "abstract": "The firm is logically centralized as a division of the firm would typically break it apart and it would not be able to operate independently as two separate parts. This is traceable to the firm's hierarchical order that creates efficiencies and structure.",
   "citation": "Craig Calcaterra, Wulf A. Kaal, Preface to (2021). SSRN: https://ssrn.com/abstract=3782191",
   "datePublished": "2021",
   "claim_type": "mechanism",
   "confidence": "argued",
   "is_failure_mode": false,
   "scope_conditions": [
    "traditional corporations"
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 "description": "5 claims in the published works of Wulf A. Kaal carry the concept tag 'corporate-structure'. Derived node: a roster, not an adjudicated definition."
}