Search results

For many types of buildings, prefabricated prefinished volumetric construction (PPVC) is increasingly becoming a preferred alternative construction approach. Empirical evidence of project performance has consistently demonstrated that the ultimate success of PPVC projects is directly linked to the key decisions made at the outset of the PPVC project life cycle. However, there is limited knowledge of how to successfully manage these early stages. This research identified and evaluated the critical success factors (CSFs) required for the management of the conception, planning and design stages of the PPVC project life cycle.

A multistage methodological framework was adopted to identify and evaluate the CSFs for management of the early stages of the PPVC project life cycle. Based on a comprehensive literature review and expert review, a list of the 9 CSFs relevant to the early stages of the PPVC project life cycle was established. Drawing on an online-based international questionnaire survey with global PPVC experts, the CSFs were measured. The data set was statistically tested for reliability and analyzed using several techniques such as mean scores, relativity weightings and significance analysis.

The analysis revealed that the top 5 most influential CSFs for management of the early stages of the PPVC project life cycle include robust design specifications, accurate drawings and early design freeze; good working collaboration, effective communication and information sharing among project participants; effective stakeholder management; extensive project planning and scheduling; and early engagement of key players. The research further found correlations among the CSFs and proposed a conceptual framework for the management of the early stages of the PPVC project life cycle.

The research recognizes that data quality and reliability risks are the major drawbacks of online questionnaire surveys but the engagement of experts with substantial theoretical and hands-on experiences in PPVC projects helped to minimize these risks. Although small, the sample size was justified and compared with studies that adopted the same data collection approach but analyzed even smaller samples. However, the results should be interpreted against these limitations.

The findings suggest that effective management of the early stages of the PPVC project lifecycle requires early commitment to the PPVC approach in a project; detailed planning and assessment of the suitability of PPVC for the given project; and collaborative design with manufacturers and suppliers to address module production challenges at the detailed design stage. These findings practically instructive and may serve as management support during PPVC implementation.

This research constitutes the first exclusive attempt at identifying the CSFs for successful management of the early stages of the PPVC project life cycle. It provides a fresh and more in-depth understanding of how best to manage the early stages of the PPVC project life cycle. Thus, it contributes to the practice and praxis of the PPVC project implementation discourse.

This study of a sample of firms based in a region of Scotland, examines the characteristics of organizations that are early adopters of management development methods. The survey results show that organizations that are early adopters of one or more of four fashionable management development techniques—open learning, computer‐assisted learning, action learning and outdoor management training—are also characterized by a sophisticated approach to human resource development and the use of other ‘high performance’ HRM practices. Such findings are consistent with the literature on innovation that points to rational‐technical factors influencing the decision‐making process of early adopter organizations in contrast to institutional factors such as social conformity that are more important in influencing late adopter organizations. However, the data also point to the limitations of using an early‐late stage adoption framework for the diffusion of techniques such as those used in management development.

The aim of this paper is to explore the support that project managers receive from construction project-based organisations (PBOs) in their early careers.

Fifty-seven semi-structured in-depth interviews were conducted with four key stakeholder groups including early career project managers (ECPMs) and employers from Australian construction PBOs, project management professional bodies, and university educators to ascertain (1) what organizations are currently doing and (2) what organizations can do better to support project managers in their early careers.

Thematic analysis revealed that construction PBOs' responsibilities to ECPMs entailed: (1) providing mentoring, (2) offering training, (3) collaborating with universities, (4) giving time and feedback and (5) assigning manageable workloads. However, the findings revealed inconsistencies in companies enacting these responsibilities.

This research is limited to the context of the Australian construction industry, yet the findings shed valuable insights into the current practices of construction PBOs in supporting ECPMs. From a strategic resource-based view perspective, ECPMs have the potential to serve as long-term valuable organizational resources. Failure to invest in new professional entrants constitutes an area of untapped competitive advantage.

Construction PBOs looking to better support their ECPMs may use the results of this research as a guide to tailor their early career professional development initiatives.

The study adopts a holistic, multi-vocal approach by interviewing four key stakeholder groups. The findings contribute new insights into the role of construction PBOs in supporting ECPMs and the implications this has on the sustainability of their project management talent pool.

The aim of this paper is to seek to reveal the familial roots of modern management thought, largely overlooked by a vast majority of management historians.

Using a hermeneutic approach, the early uses of the word “management” are analyzed, as well as the different literature where it is the most frequently employed.

“Management” does not mean primarily “business management.” Rather, the first meanings of this word refer to the family realm. As such, the development of early management thought is not a matter of technical or scientific innovation, nor is it a matter of institutional size or profit. For a long time, management practices have concerned things more than people. In the twentieth century, the principle of control comes to supersede the principles of care and self‐government.

The paper's findings call for another history of management thought, as against the too narrow histories of modern business management and the too inclusive histories of management as an ancestral and universal practice.

This research sheds light on two forgotten roots of management thought: the principles of care and of self‐government, which management practitioners could bring up‐to‐date. By presenting the family as the first locus of true “management” thought, it is an invitation to draw from domestic ways of governing.

The historical material here analyzed remains largely unknown to management historians. The method, focusing on text analysis rather than on the study of practices, remains rare in the field of management history.

Introduction Consider a hi‐fi loudspeaker manufacturing company acquired on the brink of insolvency by an American multinational. The new owners discover with growing concern that the product range is obsolete, that manufacturing facilities are totally inadequate and that there is a complete absence of any real management substance or structure. They decide on the need to relocate urgently so as to provide continuity of supply at the very high — a market about to shrink at a rate unprecedented in its history.

There is a need for project management practitioners to adapt and thrive in today's volatile, uncertain, complex and ambiguous (VUCA) project-based workplaces. In this paper, the linkage between work readiness and career resilience is developed, presenting both concepts as critical for effective strategic responses and adaptation to the changing labor market in organizations.

The resource-based view (RBV) and integrated dynamic capabilities (IDCs) are the theoretical lenses that are used to link the concepts of work readiness and career resilience across the individual and organizational levels.

A framework and model are proposed to establish a holistic understanding of catalysts for addressing the VUCA context that organizations face. The proposed conceptual linkage adds a chronological dimension to the formation of the interrelated dynamic capabilities during the early career phase of project management practitioners.

The contribution to the project management literature includes a theoretically driven conceptual framework that links two complementary concepts to address the career challenges faced by project managers. Work readiness is positioned as an enabler of career resilience and together they constitute vital attributes which foster talent retention in the current VUCA work environment.

Work readiness and career resilience are underexplored topics in the project management literature, both individually and in conjunction. Specifically, there is a research gap in view of linking these two concepts to present them as a catalyst for project management talent sustainability, and the proposed framework is an initial step in addressing these gaps.

The purpose of this paper is to understand the emerging challenges of cybersecurity governance by analyzing the internet’s early history.

Tracing the design and management of early internet and network security technologies in the USA in the 1970s and 1980s.

The US Department of Defense separated the research and management regimes for networks and network security, with the latter restricted to military networks. As such, the absence of cybersecurity technologies on the early internet was not an oversight, but a necessary compromise. This ordering of networks and security had enduring technological, political and even cultural consequences, which are breaking down today.

Political, technological and metaphoric distinctions between networks and security should be challenged; cybersecurity will transform internet governance.

New historical sources and analysis provide a novel perspective on contemporary challenges of cybersecurity governance.

The purpuse of this study is to answer the following two questions. Do conflict management efforts mitigate the recurrence and severity of civil conflict? If so, how? Do some conflict management strategies fare better than others in these tasks? This study theorizes about the connection between the costliness of a conflict management strategy – with respect to both the disputants and third parties – and civil conflict outcomes. This theory produces two contradictory predictions: that more costly strategies either increase or decrease violence. This study not only adjudicates between these two possibilities but also incorporates the role of timing. The early use of more costly strategies, for example, may encourage disputants to reduce violence in civil conflicts.

To evaluate the predications that the authors derive from their theoretical argument, the authors quantitatively analyze the effect of conflict management strategies’ relative cost on various measures of civil conflict recurrence and severity. The authors first identify the set of international–civil militarized conflicts (I-CMCs) during the period 1946–2010. I-CMCs contain two dimensions – interstate and intrastate – making them the most complex and dangerous form of militarized conflict. To each I-CMC, the authors then link all third-party attempts to manage the I-CMC’s civil conflict dimension. Finally, after developing quantitative indicators, a series of regression equations explore the relationships of primary interest.

Two main findings emerge. First, when third parties use a relatively more costly conflict management strategy to manage a civil conflict (e.g. a peace operation or military intervention, as opposed to mediation), the severity of the conflict increases, while conflict recurrence rates remain unchanged. Second, this study uncovers a trade-off. The early use of a relatively more costly management strategy lowers a civil conflict’s severity in the short-term. It also, however, increases the likelihood – and speed with which – civil conflict recurs. The timing of certain conflict management strategies matters.

Scholars typically isolate conflict management strategies in number (i.e. consider efforts as independent of one another, even those within the same conflict) and kind (i.e. examine mediation but not peace operations). This study, in contrast, includes the following: the full menu of conflict management strategies available to third parties – negotiation, mediation, adjudication/arbitration, peace operations, sanctions and military intervention – over a lengthy time period (1946–2010); theorizes about the relative merits of these strategies; and considers the timing of certain conflict management efforts. In so doing, it highlights a policy trade-off and proposes promising areas for future research.

With their focus on private companies, histories of personnel management and human resource management have neglected the much earlier development of these practices in public sector organisations. The purpose of this paper is to examine the origins and development of modern personnel management in the Australian colonial public services between 1856 and 1901 in order to set the record straight about when, why and how integrated and formal sets of personnel management practices were adopted in organisations to manage employees.

The research is based on close examination of public service legislation enacted between 1856 and 1901 in the Australian colonies, the reports of Royal Commissions and Inquiries on the public services and the evidence they gathered, and published histories on public service organisations.

This paper finds that a clear model of systematic personnel management evolved in Australia's colonial public services between 1856 and 1901. While the development and diffusion of personnel management techniques in the public sector varied considerably among the colonies in scope, nature, effectiveness and longevity, there were integrated, coherent sets of personnel policies and practices in place in several colonies several decades before their emergence in private firms.

In tracing the origins of personnel management in Australia to the colonial public services in the years following the granting of responsible government in 1856, this paper challenges the conventional understanding of personnel management as a twentieth century phenomenon of private companies.