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The aims of this article are to introduce a modularization framework and a method for the formation of modules.

A methodological framework is presented to guide designers and engineers in the formation and selection of suitable modules in developing customized products. Detailed explanations of the framework are presented theoretically. This framework interacts with different product development participants such as resources, customers' preferences, design architecture for planning, and scheduling a custom‐built product. A new method is proposed with a case example to facilitate the formation of modules.

This paper investigates the potential of the modularization framework, usable for prioritizing the components dependencies and creating required number of modules. It also explains the overall concept, usability and rules/methods for the module formation applied to product design, to allow a greater degree of freedom for the designer, and the opportunity to reduce development time and increase customer satisfaction. A method, based on the rules for modularity concept is proposed within the scope of this paper.

The framework and the method of modularization as illustrated in this article are based on a theoretical hypothesis. Both the approaches require implementing in a real industrial environment in order to generalize their effectiveness, applicability and consistency in the manufacturing arena.

Since product architecture is an important element in determining the value and flexibility of the product development process, the relationship pattern between the architecture and productivity is therefore worthy of careful investigation. The aims of modular framework and rules for modularity are to incorporate design variables and dependency structure with a view to enhancing product development lead time and will contribute to the exploitation of overall bottlenecks of manufacturing systems.

The implementation framework for modular product architecture seems unique as its potential value could be applied in the industrial environment for production flexibility and reducing bottlenecks. Along with the framework, the presented modularity rule or method will contribute to business architecture with a view to providing more reliable operation, easier maintenance and faster product development time.

Entrepreneurial firms such as professional service firms (PSFs) face constant challenges to acquire resources, one of the greatest of which is the challenge to win client engagements. Although rhetoric is at the center of the challenge to win client engagements, scholars have not identified what rhetorical strategies are the most persuasive to potential clients. By exploring one type of PSF, architecture firms, we argue that PSFs can compete for and legitimate themselves with clients by deploying institutional logics that provide symbolic frameworks and meaning. Since multiple institutional logics exist in society, a critical question for a PSF is which logic is most persuasive to clients. We analyze architecture firms’ written pitches to predict which rhetoric strategies win the valuable resource of a client engagement for a multiclient state project. Our results identify that rhetoric deploying a “profession” logic was most effective whereas a “business” logic was counter-productive in obtaining client engagements and securing resources for the firm.

The construction industry’s business model is mainly based on the interaction among the architecture office, the engineering office and the construction company. The performance and practices of architects’ offices, unlike those of the other actors, are difficult to characterize and there have been few studies on these issues. To better understand architects’ performance, the purpose of this paper is to develop a benchmarking tool based on real practices identified by managers of Chilean architecture offices.

The research method includes a complete literature review, followed by a study of a sample of nine Chilean architecture offices, with whom a series of four workshops was developed, to establish both performance indicators and relevant management practices. Finally, these metrics were applied in an architectural office as a pilot case.

Four management dimensions were defined: client management, external coordination, internal organization and human resources. Key performance indicators were divided into process, financial and quality indicators. The workshops carried out with the architectural offices demonstrated the relevance of benchmarking tools such as the one developed, which enables the systematic measurement of both management practices and performance indicators.

Although there have been several efforts to create benchmarking tools for the construction industry, few efforts have focused on architecture offices. Therefore, this research aims to explicitly identify management practices that can be used for this type of organization and to coordinate among multiple actors to find the best way to measure their performance, other than the fulfilment of schedules and budgets.

There has been a recently growing interest by architects in practice-based research and the impact of research. At the same time, several post-graduate architecture programmes with practice-led research agendas were founded. This shift towards architectural design research is analysed using the notions of “process-driven research”, “output-driven research” and “impact”. The study aims to investigate and unveil the link between graduate programmes and graduates with a research interest and to test the tripartite model of “process-driven research”, “output-driven research” and “impact” in the context of small architectural practices.

The study uses a qualitative and exploratory research approach that includes 11 in-depth interviews conducted in 2020, during the first nationwide COVID-19 lockdown in the United Kingdom (UK) selected interviews were architects representing (1) members or alumni of practice-related graduate architecture programmes in London and (2) founders of London-based small architectural practices within the last decade.

While focussing on the London context, the paper offers transferable insights for the key potentials of practice-led design research in small architectural practices and the actions that might improve research practice.

This paper addresses a lack of studies on how design research differs between diverse types and sizes of architectural firms, why emerging small architectural practices increasingly engage with research and how this shapes their practice. This knowledge is important to fully understanding architectural design research and its strengths or weaknesses.

This paper aims to develop a framework for implementing the integrated project delivery (IPD) approach during the design process in architecture design firms (ADFs) in Egypt.

A research methodology consists of literature review, case studies and survey questionnaire was designed to achieve the abovementioned aim. First, literature review was used to identify and categorise the challenges of implementing IPD during the design process. Second, four case studies were analysed to investigate the values delivered to the client or missed due to the use of IPD or traditional procurement approaches, respectively. Finally, a survey questionnaire was carried out with a representative sample of ADFs in Egypt to investigate their perception towards the challenges of IPD implementation in Egypt. Based on the results of the above, the research developed a framework to facilitate the implementation of IPD in ADFs in Egypt.

Through literature review, the research identified 30 challenges that hamper the implementation of IPD in ADFs. These challenges were categorised due to their nature into five groups, namely, integration, cooperation, commitment and trust challenges, knowledge, experience skills and decision-making challenges, cultural challenges, legal and contractual challenges and technical and financial challenges. Results of data analysis showed that “poor communication and spirit of collaboration between project stakeholders” was ranked the highest influential challenge as IPD is based on collaboration and trust between project participants. In addition, “lack of training and motivation in investing for using IPD” was ranked the lowest influential challenge due to the poor attention paid to training in the construction industry. Moreover, despite the benefits of IPD implementations in many countries worldwide, it is not implemented in the Egyptian context. This necessitated taking action towards developing a framework to facilitate IPD implementation in ADFs in Egypt.

The research focussed on ADFs in Egypt.

Adopting the proposed framework developed through this research will help implementing IPD during the design process in ADFs.

The research identified, categorised and analysed the challenges that obstruct the implementation of IPD in ADFs. The research tackled a topic that received scant attention in construction literature in the Middle East generally and Egypt in particular. In addition, this paper presented a framework to facilitate the implementation of IPD during the design process, which represents a synthesis that is novel and creative in thought and adds value to the knowledge in a manner that has not previously occurred.

This research aims to develop and validate a framework for eradicating women’s discrimination in architectural design firms (ADFs) in Egypt and propose strategies for prospective adoption in the Gulf Cooperation Council (GCC) countries to increase the transformational impact of women on the architectural and urban developments of the Gulf region.

A combined qualitative and quantitative research approach was designed to accomplish four objectives. Firstly, to investigate the nature of business in ADFs, women’s discrimination and policies for gender equity (PGE) in architecture. Secondly, to analyse three case studies to validate the identified causes and impacts of women’s discrimination and examine the role of PGE towards eradicating women’s discrimination in ADFs. Thirdly, to conduct a survey questionnaire with a representative sample of ADFs to investigate their perception of women’s discrimination and the correlation between PGE towards eradicating women’s discrimination in ADFs. Based on the above, the research developed and validated a framework to eradicate women’s discrimination in ADFs in Egypt and suggested strategies for potential application in the GCC countries to increase the transformational role of women in the architectural and urban developments of the Gulf region.

Through literature review and case studies, the research identified and validated the causes and impacts of women’s discrimination as well as PGE in Architecture. The findings of data analysis showed that the highest-ranked causes of women discrimination in ADFs were “customs and beliefs” followed by “Underestimating women’s work” and “Recruiting males more than females”. Moreover, the highest-ranked impacts of women’s discrimination were “career shift and leaving the profession” followed by “decrease in creativity and innovation” and “decrease in economic growth”. Furthermore, the Spearman correlation test showed that while some PGE were correlated, others were not. These findings helped in the development of the proposed framework and proposed strategies.

This research presents a practical framework to eliminate women’s discrimination in ADFs in Egypt based on the findings of literature review, case studies and survey questionnaire. The framework explained in a workable way the objectives of the framework functions; activities; tools and techniques; involved personnel and needed resources as well as enforcing mechanisms. It was validated by a representative sample of ADFs in Egypt to ensure its practicability and viability and suggested strategies for implementation in the GCC countries to increase women’s role in architectural and urban development.

The research identified and validated the causes and impacts of women’s discrimination as well as PGE in Architecture. Moreover, the research investigated the perception of women’s discrimination and the correlation between PGE through conducting a survey questionnaire with a representative of ADFs in Egypt. The research tackled a topic that received scant attention in construction literature, especially in Egypt and the GCC countries. The research developed and validated a framework to eradicate women’s discrimination in ADFs in Egypt. It represents a synthesis that is novel and creative in thought and adds value to the knowledge in a manner that has not previously occurred. The research suggested several strategies for the prospective implementation of the framework in the GCC countries as an approach to enhancing the transformational role of women in the architectural and urban developments of the Gulf region.

This paper aims to develop a framework based on corporate social responsibility (CSR) as a novel approach for marketing architectural design firms (ADFs) in developing countries.

To achieve this aim, a research strategy consists of literature review and survey questionnaire is designed to accomplish four objectives: first, to examine the concepts of marketing and CSR in construction; second, to investigate the perception and application of CSR as a marketing tool for ADFs in developing countries; third, to develop a framework based on CSR as an approach for marketing ADFs in developing countries; and finally, to outline research conclusions and recommendations useful to government, ADFs and future research.

The research highlighted the inefficiency of current marketing strategies in developing countries due to lack of considering community needs, using incomprehensible technical language in communication with clients and misrepresenting the calibers of ADFs. ADFs believe that CSR can play a role in increasing their marketability. This requires governmental involvement and overcoming the barriers of adopting CSR.

This paper proposed a framework based on CSR as a novel approach for marketing ADFs in developing countries. This ideology has received scant attention in construction literature. The proposed framework represents a synthesis that is novel and creative in thought and adds value to the original body of knowledge in a manner that has not previously occurred.

The purpose of this study is to understand how unassigned workspaces translate into an effective workplace. This is achieved by examining employees and their understanding of how unassigned workspaces impact their engagement, satisfaction and desire to stay with their workplace.

Two workplaces designed on the strategy of 100% unassigned workspaces are analyzed as case studies to understand this phenomenon. Mixed methodology, primarily qualitative method with a survey nested within is used for this study. Grounded theory, one of the strategies of qualitative research methodology is applied as a method for analyzing the data. The study is aimed to reveal the participants' perspectives and interpretations of their actions and physical environment on effectiveness in relation to the unassigned work environment.

The information afforded the development of an overarching theoretical scheme for integrating spatial categories and describing the employees' experiences of their work environment from the various perspectives. The research reveals that unassigned and flexible spatial attributes contribute positively to employee satisfaction, engagement and retention. However, some of the goals surrounding the culture of trust and autonomy such as privacy, personalization and lack of control are compromised in these environments.

The insights obtained from this study will provide designers, architects, facility planners and managers a new design tool to aid in making the unassigned workspaces model more effective.

This study bridges the gap while documenting how unassigned workspaces translate into an effective workplace for the employees to be productive, engaged and satisfied.

This paper aims to develop a cultural diversity management (CDM) framework to enhance the performance of architecture design firms (ADFs) in Egypt.

A research methodology consisting of literature review, case studies and survey questionnaire was designed to achieve the abovementioned aim. First, literature review was used to investigate the concepts of globalization, international construction, diversity, diversity management (DM) and organizational performance. Second, four case studies were presented and analyzed. The first two cases explored the role of CDM towards enhancing the performance of ADFs, while the last two cases showed initiatives carried out by NGOs to integrate architects of color into their communities through training programs that enhanced their skills and uplifted their societies. Third, a survey questionnaire was carried out with a representative sample of ADFs in Egypt to investigate their perception and application of DM towards enhancing organizational performance. Based on the results of the above, the research developed a framework to enhance the performance of ADFs through managing culturally diverse workforces.

Literature review showed that diversity is not limited to race and gender; however, it includes other types such as disability, socioeconomic status, thinking style, culture, personality, life experience, religious and spiritual beliefs. Despite the benefits that diversity brings to ADFs such as stimulating creativity and increasing productivity, poor management of diverse workforce leads to dysfunctional conflicts, frustration and confusion. Results of case studies showed that ADFs that adopt a CDM approach succeeded in enhancing their performance. In addition, training initiatives carried out by NGOs succeeded to integrate architects of color into their communities and uplifting their societies. Results of data analysis identified the barriers to integrating diverse workforce in ADFs. These barriers include “Poor communication and spirit of collaboration between diverse workforce”, “Resistance to change”, “Lack of maintaining wage equity and promotion between different workforces based on gender”, “Poor organization culture” and “Lack of Senior Management involvement”. This necessitated taking action towards developing a framework to overcome these barriers to manage diverse workforces towards enhancing the performance of ADFs in Egypt.

Because of the conceptual nature of the proposed framework, it has to be tested and validated to ensure its capability to overcome the barriers of managing culturally diverse workforces as an approach for enhancing the performance of ADFs in Egypt.

This research presents a practical solution to enhance the performance of ADFs in Egypt through managing cultural workforce diversity.

The research identified and analyzed the barriers that obstruct the integration of diverse workforces in ADFs. The research tackled a topic that received scant attention in construction literature with particular emphasis on Egypt. In addition, this paper proposed a CDM framework to enhance the performance of ADFs in Egypt, which represents a synthesis that is novel and creative in thought and adds value to the body of knowledge.

In spite of the active role of continuous learning on improving organisational performance, the construction industry generally and architectural design firms (ADFs) in particular are criticised for their inability to use organisational knowledge to foster learning culture towards enhancing their performance. This paper aims to develop a framework based on knowledge management (KM) to enhance the learning culture in ADFs in developing countries.

To achieve the abovementioned aim, a research methodology consisted of data collection, data analysis and action required is designed to achieve four objectives. First, to examine the nature of the construction industry in developing countries, learning culture in ADFs, as well as knowledge and KM; second, to present three case studies to investigate the effectiveness of KM in enhancing the learning culture in ADFs; third, to investigate the perception and application of KM towards enhancing the learning culture in ADFs in Egypt, finally to develop a KM based framework to enhance the learning culture in ADFs in developing countries.

Through literature review, the research highlighted the fragmented nature of the architectural design process, which led to the loss of valuable information and made the process of capturing and sharing knowledge a hard task. In addition, it identified the barriers of implementing KM and the building blocks of learning culture in ADFs. Results of data analysis showed that “lack of organisational culture” and “low involvement of top management” were ranked the highest barriers for implementing KM in ADFs. Moreover, respondents mentioned that they do not share openly their information with other employees to maintain their uniqueness and that the strict working environment of their ADFs is not encouraging creativity or enhancing learning culture. Furthermore, “continuous learning and enhancement” and “experimentation, feedback and reflection” were ranked by respondents as the highest building blocks of a learning organisation.

This research focussed on ADFs in developing countries.

Implementing KM strategies will facilitate the enhancement of learning culture within ADFs in developing countries. This will impact positively on improving the performance and increasing the competitiveness and market share of ADFS.

The research identified the barriers of KM implementation in ADFs and the building blocks of creating a learning organisations. It focusses on improving the performance of ADFs through using the capabilities of KM towards building learning culture in ADFs. The proposed framework which was designed to facilitate the implementation of KM for enhancing the learning culture in ADFs in developing countries represents a synthesis that is novel and creative in thought and adds value to the knowledge in a manner that has not previously occurred.