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The purpose of this paper is to examine the impact of team building and employee empowerment on employee competencies and examine the moderating role of organizational learning culture in between these relationships.

An integrated research model is developed by combining resource-based view, signalling theory and experiential learning theory. The validity of the model is tested by applying moderated structural equation modelling (MSEM) approach to the data collected from 653 employees working in cement manufacturing companies. The reliability and validity of the dimensions are established through confirmatory factor analysis and the related hypotheses are tested by using MSEM.

The findings suggest that organizational learning culture significantly strengthens the relationships of team building and employee empowerment on employee competencies.

The research is undertaken in Indian cement manufacturing companies which cannot be generalized across a broader range of sectors and international environment.

The findings of the study have potential to help decision makers of manufacturing companies to develop strategies which will enable them to improve employee competency, to formulate effective human resource development interventions and to enhance the capability of the employees to achieve desired goals and objectives of the organization.

The research is unique in its attempt to combine three frameworks to build a new theoretical model explaining the importance organizational learning culture along with team building and employee empowerment.

One of the major reasons of layout-related difficulties faced by manufacturing industries is non-value-adding and redundant work. Plant layout study aims at economic production with larger volumes and variety as well. Method studies focus on the effectiveness with efficiency by a systematic critical scrutiny of work being done. The intention is to identify logical sequence of activities highlighting and eliminating the unnecessary mudas. Time and motion study is a combination of time study and motion study analysing and eliminating any unnecessary movement for productivity optimization of that job or process. Thus, through the elimination of unnecessary motions, times for performing the processes may be reduced and productivity increased. The intention is to subdivide the different operations of a job or process into measurable elements. Hence this case has been developed based on the primary data. The primary data was collected using Industrial Engineering Studies like layout study, method study and time and motion study. This case has been classroom tested with MBA students in their Lean Management Course.

Arin Synthetics Ltd. (ASL) though had installed modern machinery in its facility, process efficiency and optimization were a concern. Top Brass at ASL believed that ASL was overstaffed and its processes had creep as far as efficiency is concerned. This case focuses on ways to improve the process efficiency to rationalize the manpower at ASL. Presence in large growing global markets put cost pressure on ASL, thus mandating improvement in the efficiency of its processes through manpower rationalization. This case, therefore, discusses one of the highly staffed process of waste collection. Could ASL achieve reduction in the manpower in waste reduction without affecting the overall process? Was there a strategic mistake in the thought process of disposing of the waste generated by the manufacturing complex?

Operations management, Productivity and performance, Quality management, Lean management.

Because many cutting fluids contain hazardous chemical constituents, industries and researchers are looking for alternative methods to reduce the consumption of cutting fluids in machining operations due to growing awareness of ecological and health issues, government strict environmental regulations and economic pressures. Therefore, the purpose of this study is to raise awareness of the minimum quantity lubrication (MQL) technique as a potential substitute for environmental restricted wet (flooded) machining situations.

The methodology adopted for conducting a review in this study includes four sections: establishment of MQL technique and review of MQL machining performance comparison with dry and wet (flooded) environments; analysis of the past literature to examine MQL turning performance under mono nanofluids (M-NF); MQL turning performance evaluation under hybrid nanofluids (H-NF); and MQL milling, drilling and grinding performance assessment under M-NF and H-NF.

From the extensive review, it has been found that MQL results in lower cutting zone temperature, reduction in cutting forces, enhanced tool life and better machined surface quality compared to dry and wet cutting conditions. Also, MQL under H-NF discloses notably improved tribo-performance due to the synergistic effect caused by the physical encapsulation of spherical nanoparticles between the nanosheets of lamellar structured nanoparticles when compared with M-NF. The findings of this study recommend that MQL with nanofluids can replace dry and flood lubrication conditions for superior machining performance.

Machining under the MQL regime provides a dry, clean, healthy and pollution-free working area, thereby resulting the machining of materials green and environmentally friendly.

This paper describes the suitability of MQL for different machining operations using M-NF and H-NF.

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-05-2023-0131/

The purpose of this study is to identify and analyze the key barriers to lean implementation in the construction industry using interpretive structural modeling (ISM) and Matrice d’ Impacts Croisés-Multiplication Appliquée á un Classement (MICMAC) analysis.

In this study, 13 barriers to lean construction (LC) have been identified through extensive review of literature and subsequently eliciting expert opinions. A proper hierarchy and contextual relationship of the barriers have been developed using ISM, and based on the driving and dependence power of the barriers, three groups of barriers have been found using MICMAC analysis.

Cultural differences are found to be the most important barrier to LC, whereas employees’ resistance to change and lack of performance measurement systems are the least significant barriers.

The work is limited to literature review and experts’ opinion, and the model may be tested using structural equation modeling to verify the relationship of the barriers.

This ISM-based model would help the decision-makers, researchers and practitioners to prioritize and manage these barriers by better utilizing their resources for eliminating or minimizing the barriers to lean implementation.

The study of barriers to LC through an ISM-based model and the classification of barriers is a new attempt in the field of construction.

The progress of a nation is quite closely linked with the quality of education it offers its citizens. The onus of nurturing future leaders, the students, lies significantly with higher educational institutions (HEIs) and the academic staff associated with such institutions. Therefore, HEIs need so that these engaged employees may go on to look beyond regular extrinsic motivators to ensure employee engagement to mentor students effectively. In this study, we attempted to investigate the influence of an important predictor of employee engagement, leadership, specifically servant leadership style mediated through job satisfaction. A structured questionnaire was administered to the academic staff of the top 25 universities in India. The data collected and the proposed hypotheses were tested using structural equation modeling. The results confirmed that job satisfaction mediates the relationship between servant leadership and work engagement. The study offers insights into the importance of servant leadership to foster employee engagement and thereby institutional effectiveness in the educational sector.

The new technology aspects of Industry 4.0 (I4.0), such as digital technologies including artificial intelligence (AI), block chain, big data analysis and the internet of things (IoT) as a digital cosmos, have the potential to fundamentally transform the future of business and supply chain management. By augmenting the functional components of the food supply chain (FSC), these technologies can transform it into an intelligent food supply chain (iFSC). The purpose of this study is to identify the I4.0 utilization for FSC to become an iFSC. Additionally, it suggests future research agendas to bridge the academic knowledge gaps.

This study utilizes the bibliometric analysis methodology to investigate the techno-functional components of iFSC in the context of I4.0. The study followed steps of bibliometric analysis to assess existing components’ knowledge in the area of intelligent food supply chain management. It further reviews the selected articles to explore the need for I4.0 technologies’ adoption as well as its barriers and challenges for iFSC.

This study examines the integration of emerging technologies in FSC and concludes that the main emphasis is on the adoption of blockchain and internet of things technology. To convert it into iFSC, it should be integrated with I4.0 and AI-driven FSC systems. In addition to traditional responsibilities, emerging technologies are acknowledged that are relatively uncommon but possess significant potential for implementation in FSC. This study further outlines the challenges and barriers to the adoption of new technologies and presents a comprehensive research plan or collection of topics for future investigations on the transition from FSC to iFSC. Utilizing artificial intelligence techniques to enhance performance, decision-making, risk evaluation, real-time safety, and quality analysis, and prioritizing the elimination of barriers for new technologies.

The uniqueness of this study lies in the provision of an up-to-date review of the food supply chain. In doing so, the authors have expanded the current knowledge base on the utilization of all I4.0 technologies in FSC. The review of designated publications yield a distinctive contribution by highlighting hurdles and challenges for iFSC. This information is valuable for operations managers and policymakers to consider.

The article aims to explain how leaders who initiate people‐centric reforms can help to create a profitable, harmonious and vibrant organization.

The article illustrates the point through a case study of the work of Sanak Mishra as chief executive of the Rourkela steel plant, India.

The article describes the traits of effective leadership for handling people. It advances the view that successful change initiatives require: people who have the tools and techniques to perform well; a shared vision between leaders and employees and the alignment of organizational goals with those of individuals; open communications across the organization to facilitate the sharing of the ideas, information and knowledge and build an atmosphere of trust; leaders who know how to empower people by delegating authority, and understand when to intervene; leaders who can network with external constituencies, troubleshoot and manage conflicts; leaders who can link the present with a better future for the organization; and leaders with the skills to create a supportive climate in the organization and the ability to influence employees to change their behavior.

The impact of wider economic forces on the fate of an Indian steel plant is considered.

The article emphasizes that effective leaders are able to facilitate the free flow of ideas and tap the energy, commitment and imagination of employees, which then become the vehicle to increase productivity, profitability and the performance of the organization.

The purpose of this study to understand the effects of training and creativity on organizational innovation under the moderating influence of the organizational climate.

The theoretical model is grounded in the contingent resource-based view. To test the research hypotheses, this paper has gathered the cross-sectional data using a single informant pre-tested questionnaire. The data were collected from respondents working in Indian automotive manufacturing organizations. The data were further tested for the normality criteria followed by hypotheses testing using co-variance-based structural equation modelling Statistical Package for Social Sciences (SPSS), 2010.

The relationship between training and organizational innovation was leveraged by employee creativity, which acts as a mediator between the two. Moreover, the organizational climate augments the mediation process by coherently creating a positive moderating influence.

This study provides prospective insights to management leaders and practitioners by establishing how training can bring about positive change in the innovative front of the organization. It also offers keys to the organizations for an active engagement of the employees through a supporting climate conducive for harnessing of individual creativity and innovative potential.

This is the first endeavour made to examine the moderated mediation influence of organizational climate on training and employee creativity, by studying the mediating effect of employee creativity between training and organizational innovation.

Introduction: In the modern period, environmental degradation has had negative effects on people’s health as well as the regular business environment. As a result, embracing a ‘Go Green’ philosophy has gained widespread acceptance among individuals and corporations worldwide. Going green is referred to as promoting eco-friendly ways and banks are essential in protecting the environment to improve our quality of life.

Purpose: This study will focus on the correlation between green banking practices (GBP), employee green behaviour (EGB), and banks’ sustainability performance and how this relationship will give a competitive edge in terms of sustainability to the banks adopting these GBP.

Methodology: EGB between GBP and bank sustainability occurrence is clarified by this study. The current study is descriptive and finds the relationship through previous literature reviews.

Findings: Employees are expected to be crucial in this transformation as the modern banking system adopts green banking initiatives and updates traditional banking processes. Employees help banks perform more sustainably by encouraging environmentally friendly banking practices.

Practical Implications: By understanding the mechanism, between GBP and bank sustainability, banks can adopt more effective strategies to enhance their sustainability performance while promoting environmentally friendly practices.