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The purpose of this paper is to examine the implementation of entry-level printers in small businesses and education to identify corresponding benefits, implications and challenges.

Data were collected from four small businesses in northeast Ohio through survey- and interview-based feedback to develop an understanding of their use of entry-level 3D printing. Three businesses are representative of typical manufacturing-related small companies (final part fabrication-, tooling- and system-level suppliers) and the fourth company provides manufacturing-related educational tools. Corresponding learning from implementation and outcomes are assessed.

Adoption of 3D printing technology was enabled through hands-on experience with entry-level 3D printers, even with their shortcomings. Entry-level 3D printing provided a workforce development opportunity to prepare small businesses to eventually work with production grade systems.

This paper details industry-based findings on venturing into commercializing 3D printing through first-hand experiences enabled by entry-level 3D printing.

Although the adoption of metal additive manufacturing (AM) for production has continuously grown, in-house access to production grade metal AM systems for small and medium enterprises (SMEs) is a major challenge due to costs of acquiring metal AM systems, specifically powder bed fusion AM. On the other hand, AM technology in directed energy deposition (DED) has been evolving in both: processing capabilities and adaptable configuration for integration within existing traditional machines that are available in most SME manufacturing facilities, e.g. computer numerical control (CNC) machining centers. Integrating DED with conventional processes such as machining and grinding into Hybrid AM is well suited for remanufacturing of metal parts. The paper aims to discuss these issues.

Classical facility location models are employed to understand the effects of SMEs adopting DED systems to offer remanufacturing services. This study identifies strategically located counties in the USA to advance hybrid AM for reverse logistics using North American Industry Classification System (NAICS) data on geographical data, demand, fixed and transportation costs. A case study is also implemented to explore its implications on remanufacturing of high-value parts on the reverse logistics supply chain using an aerospace part and NAICS data on aircraft maintenance, repair and overhaul facilities.

The results identify the candidate counties, their allocations, allocated demand and total costs. Offering AM remanufacturing services to traditional manufacturers decreases costs for SMEs in the supply chain by minimizing expensive new part replacement. The hubs also benefit from hybrid AM to repair their own parts and tools.

This research provides a unique analysis on reverse logistics through hybrid AM focused on remanufacturing rather than manufacturing. Facility location using real data is used to obtain results and offers insights into integrating AM for often overlooked aspect of remanufacturing. The study shows that SMEs can participate in the evolving AM economy through remanufacturing services using significantly lower investment costs.

This chapter draws on 10 years of ethnographic fieldwork collected in gay bars from three American cities to explore the strategies LGBTQ subcultures deploy to recreate meaningful places within the vestiges of local queer nightlife. As gentrification and social acceptance accelerate the closures of LGBTQ-specific bars and nightclubs worldwide, venues that once served a specific LGBTQ subculture (i.e., leather bars) expand their offerings to incorporate displaced LGBTQ subcultures. Attending to how LGBTQ subcultures might appropriate designated spaces within a gay venue to support community (nightlife complexes), how management and LGBT subcultures temporally circumscribe subcultural practices and traditions to create fleeting, but recurring places (episodic places), and how patrons might disrupt an existing production of place by imposing practices associated with a discrepant LGBTQ subculture(place ruptures), this chapter challenges the notion of “the gay bar” as a singular place catering to a specific subculture. Instead, gay bars increasingly constitute a collection of places within the same space, which may shift depending on its use by patrons occupying the space at any given moment. Beyond the investigation of gay bars, this chapter contributes to the growing sociological literature exploring the multifaceted, unstable, and ephemeral nature of place and place-making in the postmodern city.

Pervasive forms of worldwide communication now connect us instantly and constantly, and yet we all too often fail to understand each other. Rather than benefiting from our globally interconnected reality, the world continues to fall back on divisiveness, a widening schism exacerbated by some of the most pronounced divisions in history along lines of wealth, culture, religion, ideology, class, gender, and race. Cross-cultural dynamics are rife within multinational organizations and among people who regularly work with people from other cultures. This chapter reviews what we know from our scholarship on cross-cultural interaction among expatriates, negotiators, and teams that work in international contexts. Perhaps more important, this chapter outlines what we need to learn – and to unlearn – to be able to see diversity as an asset in helping individuals, organizations, and society to succeed rather than continuing to understand it primarily as a source of problems.

Describes research into managers′ experiences of significant organizational change attempts. The research project was aimed at developing frameworks which: describe, illuminate and enable a better understanding of managers′ journeys through organizational change; serve as a template for bringing together the very diverse and fragmented literature relating to individuals experiencing change; highlight issues and pointers for the design and facilitation of effective organizational change initiatives. The first part describes the context, spirit, intentions, sample and methodology of the research. Also, reviews a broad range of literature which can inform our understanding of individuals in change. Propounds the need to open up the “real world” of organizational change, as perceived and experienced by managers, rather than any “ideal” view of how that world is desired or supposed to be. Presents and discusses research findings on the sensed and initiating “primary” triggers for change‐that is, the formal and communicated organizational change objectives; and the perceived and felt “secondary” triggers for change‐that is, the issues raised by, and the implications of, the organizational changes for individual managers. The second part presents a framework depicting the phases and components of managers′ journeys through organizational change. On the framework, the experience of managers can be located, in terms of their thoughts, feelings and behaviours, as the processes of change unfold. While each manager′s journey was found to be unique, the framework proved to be ubiquitous in enabling the mapping of all the managers′ journeys, and it also accommodates literature on phenomena as diverse as learning, personal transition, catastrophe and survival, trauma and stress, loss and “death”, and worry and grief. The findings emphasize the profoundness and deeply felt emotionality of many managers′ experiencing of change in organizations. Finally, identifies the outcomes of managers′ journeys through significant attempts at organizational change. Also presents the reported helping and hindering factors to those journeys. Implications of these findings are pursued, particularly in terms of the leadership and development roles and behaviours required, if the organization and its management are to move beyond simply requiring change towards actively facilitating its achievement.

This research aims to study the effect of gender, supervisors' support, and tenure of service on objective and perceived career advancement among engineers employed in Malaysian manufacturing organizations in Northern Peninsular Malaysia. It begins by noting the centrality of inequality in gender and career advancement and also aims at providing a direct picture of tenure of service, which is among the factors least looked at when analyzing career advancement. The study also attempts to analyze the supervisor's support in relation to career advancement. Moderating the elements above are the demographic variables such as age, marital status, education level, and the location of the tertiary education institution.

By using a judgemental sampling method, a total of 158 engineers from ten multinational manufacturing companies were identified for this study.

The findings suggest that career advancement is very much related to gender, supervisor's support, and service tenure. It was also noted that women in male‐dominated occupations, which is in this case the engineering field, tend to be subjected to the problems of performance pressures, social isolation, and stereotyping.

This study's framework has allowed for a better understanding of how perceptions are formed and the mechanisms linking these variables to the career advancement. This study perhaps is the first that has systematically attempted to integrate the various constructs as mentioned and employees' career advancement in organizations.

There is a gap in the literature concerning how demographic factors influence career advancement. This study has revealed that there is no clear distinction between career advancement and marital status for either male or female engineers as the statistical result disclosed no significant differences in marital status as a moderating element to the independent variables.

The purpose of this study was twofold: first, to test to what extent a cooperative conflict management style can be related to attitudes, norms and perceived volitional control. Second, because conflict resolution is an activity that unfolds at the team level, the validity of the theoretical model was tested at the team level of analysis. The aim was to extend the understanding we have on antecedents of conflict management styles and to build a bridge between two different levels of analysis.

This was done by building on the theory of planned behavior, which, to the authors’ knowledge, has neither been related to organizational behaviors nor to small group dynamics. A questionnaire was distributed to subjects that have experienced working together in teams. In total, 131 team members (grouped in 33 teams) provided answers on the key concepts of the model.

First, perceived norms and high volitional control relate to individuals’ intentions to engage in cooperative conflict management activities, with intentions not mediating to role of norms on behavior. Second, at the team level, a high level of perceived norms relates to a higher occurrence of a cooperative resolution style. Additionally, high diversity on the attitudes over the value of this style negatively impacts its occurrence.

This study offers a cross-sectional image of an important process in the team. Additionally, relying on the subjects’ self-reports represents a limitation in the current study, considering the goal of the model is to predict behavior. Future research could address this, and additionally, consider team characteristics or individual traits that could add to the model of planned behavior.

This paper adds to the literature as an attempt the bridge individual level constructs team-level processes. Moreover, it provides evidence for potential antecedents of conflict management styles. This latter contribution can be relevant for practitioners as well, that could invest in the institutionalization of favored resolution style to benefit from it.

This paper outlines 4 assumptions behind attempts to explain the sequential organization of communication behavior during conflict. These assumptions were supported by an analysis of behavioral sequences coded from 9 hostage negotiations and 20 divorce mediations. Analyses showed that negotiators use only a small proportion of available responses to other party's behavior, and that this proportion rapidly decreases as sequence length increases. Critical to this channeling in behavior was the triple‐interact (i.e., cue‐response‐cue‐response), which represents the maximum sequence length required to enable accurate prediction of negotiators' future behavior. More detailed analysis showed that the triple‐interact reduced uncertainty in behavior by over 70%, which compares to less than 1% from knowledge of negotiation context and approximately 10% from knowledge of individual differences.