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Employee suggestion scheme (ESS) have existed for many years and many articles have been published over the past decades. They have been studied from many perspectives to illustrate their objectives, nature, content, process, significance and the benefits. Arguments have also been made with respect to success and failures of the suggestion schemes. Although the corporations widely use the suggestion schemes to elicit the creative ideas of their employees, sustaining a suggestion scheme is still a challenge. The purpose of this paper is to extract the critical success factors and critical success criteria to the suggestion scheme and to discuss the importance of these factors on sustainability of suggestion system. This is a literature review paper.

This is a literature review paper. The research used the university library to search for the relevant material. The university has an access for 25,000 journals. As the university had the subscription to main databases such as EBASCO, SCIENCE DIRECT, EMERALD, Google Scholar and WILEY, a search was performed on these databases using the key terms. The keywords used in the searches included: Suggestion System, Suggestion Scheme, Employee Participation, Employee Involvement, Innovation, Employee Creativity and Ideas Management. The Google Scholar citation tab was also searched further to identify any related articles. The citations of resulting articles were scrutinized further for further clues.

This paper identifies 23 critical success factors and 9 critical success criteria for suggestion schemes. It also discusses the interconnection between the critical success factors and the critical success criteria. Further, the frequency of each of the factors is also presented. It recognizes the lack of work on the assessment framework for sustainability of a suggestion scheme.

This paper should be of value to practitioners of suggestion schemes and to academics who are interested in knowing how this program has evolved and where it is today and what future it holds. It offers practical help to an individual starting out on research on the sustainability of suggestion schemes.

The paper attempts to put together many factors discussed in the literature and proposed a definition to define the sustainability of the suggestion system and categorized them as critical success factors and critical success criteria.

Although the corporations widely use the suggestion schemes to elicit the creative ideas of their employee, sustaining a suggestion scheme is still a challenge. Employee suggestion schemes have been studied from many perspectives to illustrate its objectives, nature, content, process, significance and the benefits. Arguments have also been made with respect to the success and failures of the suggestion schemes. The purpose of this paper is to explore the factors to assess the sustainability of a suggestion system.

This paper thus explores the critical success factors of suggestion scheme through a literature review and filters the critical determinants for sustainability of suggestion using factor analysis. The data collection was done using a survey technique.

The results identity the five major factors as determinants to sustainability of a suggestion system as reported in the paper.

This paper has made an attempt to explore the determinants to assess the sustainability of a suggestion system and has contributed toward the new knowledge in terms of sustainability of a suggestion system.

The purpose of this paper is to assess the employee suggestion scheme of three organizations based in the United Arab Emirates. A framework that consists of five sustainability factors identified based on an empirical study has been applied. The sustainability factors identified through this study include leadership and organizational environment, system capability, system effectiveness, organizational encouragement and system barrier. The paper draws conclusions about the key practices necessary to foster sustainability of the employee suggestion system. The paper then presents a final framework that the organizations can apply to assess their suggestion schemes and to develop potential change strategies. The study findings reveal the importance of five factors, and with more cases, future research can be conducted to identify further practices relevant to specific industry. More levels of maturity for sustainability suggestion system could also be defined with future research.

The assessment framework was developed drawing on a thorough review of the literature and data collected and analyzed using various statistical tools. The developed assessment framework was validated using case study method. Semi-structured interviews were used to elicit relevant information during the case study.

An assessment framework comprising five major factors for sustainability of suggestion scheme of has been presented. The five factors include: leadership and work environment, system capability, system effectiveness, organizational encouragement and system barriers. Sustainability of a suggestion system can be understood as a three-stage model comprising three stages: the initial stage, the developmental stage and the advanced stage. The key practices associated for each of these stages are discussed in detail.

The framework has taken into consideration the critical success factors, and critical success factors emerged from the literature review conducted for this study. The framework therefore could be further refined by conducting more case studies and can propose maturity levels.

The paper has developed a framework that can be used to assess the sustainability of the suggestion scheme in an organization. This model has been applied to assess the individual schemes and draw upon potential change strategies.

Suggestion systems offer the opportunity for organizations to benefit directly from their employees' innovativeness. The purpose of this paper is to investigate processes underlying employees' involvement with suggestion systems. It examines the relationship between interactional justice of the suggestion system, valence of the suggestion system (VSS), employees' wellbeing, and their motivation to submit suggestions.

Data were collected in a German manufacturing company. In total, 142 questionnaires were completed (response rate: 71 percent). The paper applies the bootstrapping method in order to test the hypothesized relationships.

Results support the hypothesized moderated mediation model, in that VSS mediated the positive relationship between interactional justice and motivation to submit suggestions when wellbeing was high or moderate, but not when wellbeing was low.

The results reflect only subjective appraisals. However, the studied variables are ultimately based on what employees perceive. Nonetheless, future research should generate and include more objective measures.

The paper provides evidence, first, that companies should consider the important role of employees' wellbeing in the innovation context and try to enhance it. Second, the interactional justice and the VSS contribute to employees' motivation to submit suggestions and should be strengthened.

While the existing literature mostly focuses on innovative behaviour in general, this paper analyzes employees' motivation to submit suggestions.

The purpose of this paper is to propose a sustainability assessment model and to discuss the implications for organizational learning. Paper presents a sustainability excellence model comprising of three stages and discuss the good practices for sustaining the employee suggestion scheme.

The assessment framework was developed drawing on a thorough review of the literature and data collected and analyzed using various statistical tools. The developed assessment framework was validated through a case of an organization based in the United Arab Emirates. Semi-structured interviews were used to elicit relevant information during the case study.

An assessment framework comprising five major factors for sustainability of suggestion scheme of has been presented. The five factors include: leadership and work environment, system capability, system effectiveness, organizational encouragement and system barriers. Sustainability of a suggestion system can be understood as a three-stage model comprising the initial stage, the developmental stage and the advanced stage. The key practices associated for each of these stages are discussed in detail.

The framework has taken into consideration the critical success factors and critical success factors emerged from the literature review conducted for this study. Therefore, the framework could be further refined by conducting more case studies and can propose maturity levels.

The paper has developed a framework that can be used to assess the sustainability of the suggestion scheme in an organization. This model has been applied to assess the individual schemes and draw upon potential change strategies.

This research aims to focus on the idea management system (IMS) with the main purpose of identifying and describing the factors that promote success in managing ideas, grounded on the analysis of case studies.

The method used consists of a case study and semi-structured interviews with those directly responsible for the management of ideas from four companies, which are presented in this paper.

The main findings, critical for the success of an IMS, are as follow: the involvement of top management, evidence of results, establishment of goals and objectives, dissemination of good results, willingness to share and develop ideas, complete transparency in the management of ideas, maintenance of dynamic and proactive attitudes and mainly recognition. All have been described.

This work presents a preliminary framework for further research toward the study of CSFs inherent to IMSs that is still bound by the limited number of case studies presented. Further research should be undertaken to broaden and consolidate the presented CFSs and their pertinence.

This study, although limited to four case studies, presents conclusive results that support managers of suggestion systems/IMSs in improving or deploying such systems. The main factors were identified and described. They can contribute to the effectiveness of employee suggestion system. It can be reasoned from this investigation that the contributions from employees toward the success of a company leads to excellence in business.

Everything mankind has and will have in the future is and will be the result of people′s ideas. Ideas are derived not only from people of above average intelligence, but also from those of average intelligence. Some of the more progressive companies in the history of modern management realized the potential value of their employees′ ideas for the improvements in the general functioning of their organizations. They have realized that “idea power is the most tremendous human force in the world”.

The purpose of this paper is to answer the following questions: On which early alert system suggestions are students more likely to act? What factors drive students’ decisions to act on early alert system recommendations?

This study examined whether students’ behaviour changed after receiving the results of an early alert system (CDR). In the middle of a semester, 423 students with varying levels of English proficiency were invited to try the CDR and complete a questionnaire that asked about their perception of the tool and whether they planned to act on the recommendations they received.

Results suggested that students mainly planned to take the assessment-related recommendations provided through the CDR to improve their assessment performance. Results also suggested that student anxiety and student ability affected the likelihood that students would act on the recommendations.

These findings provide useful insights for early alert system designers to establish a system that generates useful recommendations for students.

The findings of this study contribute to the development of early alert systems. Designers can now realise what suggestions can be effectively offered to students.

There are two main objectives of this exploratory research paper; first is to identify and understand from a management point of view the key success factors in implementing an effective staff suggestion scheme in an organization based in UAE. The second objective is to develop and recommend a model which can bridge the gap between staff suggestion scheme theories and evidence‐based practices.

A literature‐based study that examine the theories related to staff motivation, rewards and recognition, top management involvement, and communication. A qualitative, exploratory research was then conducted using in‐depth and semi‐structured interviews with two leading organizations and five key informants in the field of staff involvement.

The study indicates that many factors have been considered in establishing the staff suggestion schemes by both organizations, issues pertaining to the increasing participation and suggestions implementation were detected. The research has recommended action plans to enhance the performance.

This paper presents a focused literature study and does not contain the first‐hand empirical analysis for individual organizations. It does, however, provide the basis for future research.

This paper will be useful information for managers and researchers seeking to gain further understanding of the different issues related to the staff suggestion scheme.

The purpose of this paper is to show a real experience of how a scheme of continuous improvement has been gradually transformed, from a very unsuccessful start, passing through different phases and finally delivering results for the firm.

The authors analyse the evolution of the formal programs of continuous improvement of a firm in a traditional sector (food). The data for the research were gathered by means of participatory observation over the course of 18 months spent in the firm attending the meetings of the improvement teams.

Both programs (individual and group) have proved to be very profitable for the company. However, there is no magic formula for the correct operation of the system of continuous improvement. The existing system has to be continually improved, correcting faults and trying always to contribute something new to re‐launch the system regularly.

This study has also permitted the authors to highlight the importance of continuous improvement in the firm from both the economic point of view and that of worker development.

The investigation aims to help to cover the lack of longitudinal case studies of continuous improvement.