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The second part of a two‐part article, the first part of which described the clinical directors′ management devel‐opment programme designed and run during 1991‐93 by the Northern Health Authority and Durham University Business School. Focuses on the second, action learning, period of the course. Describes the action learning model used in the programme, includes a member′s description of his set′s experiences, and draws conclusions about the programme′s reception and achievements.

In this chapter, we view team cohesion from a more generalized perspective of team dynamics, and focus on four leadership models for understanding these dynamics in teams in the context of the Mars Mission. Given the long duration of the mission with periods of no or intermittent communication and support, isolation and confinement, and the risk of great physical and psychological harm, having tailored leadership models for this unique team dynamics context is critical. And yet, many of these same dangerous conditions occur in other contexts such as for first responders, crisis management teams, Special Forces operations, and scientific exploration teams in extreme environments. As such, building from a model of leadership and team dynamics for dangerous contexts, for a long-duration space mission involving both Mission Control and the Astronaut Crew, these models of leadership and team dynamics include a collective-level approach for scientists and engineers, a primarily crew-based socioemotional approach, a leader-level crisis/emergency approach, and a dyadic or sortie-level approach. Implications of these models for effective leadership in building and maintaining team dynamics and cohesion for the Mars Mission and across a variety of other dangerous and extreme contexts are discussed.

Although strategic changes and management control systems are relevant, there is the need for an evolution in the tools of performance measurement, analysis and control to understand the ability of the firms, at first, to face environmental variability and, then, to achieve objectives through the strategic change management. This study was dedicated to the issue of what measures are relevant during the strategic change process. It also proposes a multidimensional control system for strategic changes. The framework is based on: the literature review and analysis about strategic change, change management and performance measurement; a two-stage empirical research. Overall, the proposed control system can help firms in managing strategic changes.

The purpose of this paper is to provide rankings of quality of peer reviewed periodicals for faculty research use, rankings of usefuless of both peer reviewed and non‐peer reviewed periodicals for teaching and outreach purposes, and rankings of usefulness of search engines for finding articles.

An online survey was conducted during the Autumn Semester of 2006. 82 periodicals were identified as relevant to the Supply Chain Management field. Respondents were asked to rank their top used journals in terms of use for teaching, outreach and research.

A total of 143 surveys were completed. Journal of Business Logistics, Harvard Business Review, and International Journal of Physical Distribution and Logistics Management were the top three ranked journals in the composite index. EBSCO Business Source Premier, ProQuest, and Google Scholar were the top three search engines used to find logistics and SCM articles.

A clear global consensus is forming on the top journals for SCM. However, the emergence of Operations Management/Operations Research Journals into the rankings is an important trend. There was also the absence of previously ranked journals as the field evolved from transportation and distribution to logistics to SCM.

This paper is the largest survey completed to date in the field and substantially updates previous surveys. All academics who are active in SCM will find value in this paper.

As corporations change their way of working, the importance of corporate real estate (CRE) management has increased. Hence, there is a need to structure the existing knowledge and to identify the latest developments in CRE research. This paper aims to identify the major developments and changed paradigms in CRE research in 2005-2015.

A systematic literature review is conducted, including papers from seven journals. In three sequential scans, papers were identified for the final analysis, keeping 99 of 1,667 papers.

Based on nine identified developments, two paradigm shifts were found. The shift from cost minimisation to value delivery was identified. Besides solving current problems, value delivery aims to capture the future value and prevent future problems. The second paradigm shift is from buildings to people. Before the shift, buildings refer to value delivery as a transaction, while the shift to people highlights the aim to provide value-in-use.

This paper focusses on corporate offices, excluding retail, health care, education, publicly owned facilities, etc. This research is limited to CRE research. Therefore, the results are applicable to CRE research but do not cover the developments in practice.

For practitioners, this paper offers a possibility to develop their RE strategies by reflecting their current practices with the identified developments and paradigms in the CRE literature. This paper suggests to conduct a similar research in practice to compare the underlying paradigms.

This paper is based on a systematic literature study, and summarises developments in CRE research over the past 10 years.

Briefing in a project delivery context is one of the most critical factors in the project success. It defines client requirements, translates these needs into design criteria and generates a design concept. A lack of briefing clarity is one of the main causes of design changes and may lead to project cost and time overruns. This research aims to assess the brief clarity and its influence on project cost and duration.

This research created the PDRI-SD technique by utilising a system dynamic (SD) approach and project definition rating index (PDRI) tool to model the complex system of project briefing and associated variables. Stock and flow diagrams of the main subsystems including the briefing, the detailed design and the construction process, were developed to assess the influence of brief clarity on project cost and time. The PDRI was adopted to measure the briefing clarity and apply in the model. PDRI-SD was then tested in Australian building refurbishment projects to assess the model's effectiveness.

The simulation results indicated that a minor reduction of the lack of clarity throughout the initial briefing process could significantly mitigate unpredicted delay and cost overruns during the detailed design and the construction stage.

This research contributed to the existing body of knowledge by developing an effective technique to measure the impact of lack of brief clarity on project cost and time performance. PDRI-SD can also aid project clients to predict the influence of the initial defined brief on the detailed design and construction process using the historical data of similar previous projects. It provides clients with feedback, indicating whether the brief meets project requirements or whether parts of the project brief require more clarification/rectification before the project handover to the builders.

This chapter utilizes a network perspective to show how the totality of one’s social connections impacts well-being by providing access to resources (e.g., information, feedback, and support) and placing limits on autonomy. We provide a brief review of basic network concepts and explain the importance of understanding how the networks in which leaders are embedded may enhance or diminish their well-being. Further, with this greater understanding, we describe how leaders can help promote the well-being of their employees. In particular, we focus on four key aspects of workplace networks that are likely to impact well-being: centrality, structural holes, embeddedness, and negative ties. We not only discuss practical implications for leaders’ well-being and the well-being of their employees, but also suggest directions for future research.

In this chapter we examine various human resource management (HRM) implications involved in the leadership of fluid teams. Leadership of fluid teams, which are distinguished by their dynamic composition, requires consideration of issues that may not be as pertinent for stable teams. In particular, we focus on the concept of familiarity. Composing and leading teams with members exhibiting varying degrees of familiarity with one another creates obstacles to effective and efficient functioning and may ultimately lead to poor performance. With this in mind, leaders must pay particular attention to issues of coordination, and composition such that a broad range of generalizable teamwork skills exists within the team. Within this chapter, we explain the concepts of fluid teams, team leadership within fluid teams, and other relevant concepts related to the formation of familiarity. Next, we thoroughly review extant empirical and theoretical research within these areas. We identify areas of correspondence among the various concepts and findings of the reviewed studies and generate an integrated model of fluid team leadership. To conclude, we highlight the distinct HRM implications associated with the use, and leadership, of fluid teams.