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1 – 10 of over 75000Although much has been written about the challenges facing businesses in the 21st century, perhaps most daunting is the notion that if a company is to excel, it needs to…
Abstract
Although much has been written about the challenges facing businesses in the 21st century, perhaps most daunting is the notion that if a company is to excel, it needs to continuously develop and nurture its knowledge‐based workforce. To do so, the company's fundamental work resources — information technologies, organizational policies and practices, and places of work — need to be fully synchronized to incent and support the knowledge work specific to the company's vision and goals. As technology and the forces of a global economy have changed the way business is done, so has the very nature of work changed. New work realities have created a new environment in which people and processes succeed only when barriers of time and distance are overcome. When a company's employees, customers, and facilities are widespread, establishing a reliable, cost effective support infrastructure that keeps people connected to needed resources and to colleagues and customers is essential. Real estate continues to play a key role in this new work environment, but an effective infrastructure design must integrate all of the key people, place and technology aspects. To do this, a true “systems”approach for providing work infrastructure is required.
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Steven E. Abraham, Lisa A. Schur and Paula B. Voos
In 2010, the National Mediation Board (NMB) decided to base Railway Labor Act representation election outcomes on a simple majority of those voting, rather than on the majority of…
Abstract
In 2010, the National Mediation Board (NMB) decided to base Railway Labor Act representation election outcomes on a simple majority of those voting, rather than on the majority of all eligible voters, as had been required earlier. This was widely expected to make it easier for unions to win rights to recognition in the railway and airline industries. We demonstrate that investors expected that this change would favor unions, just as they earlier had expected rule changes that made voting easier (in 2002 and 2007) to be favorable to unions, affecting stock prices of railway and airline corporations. After the 2010 change in election procedure, between 77% and 91% of all eligible employees returned ballots in NMB elections, demonstrating that a significant portion of nonvoters were not opposed to union representation, but simply were unwilling or were unable to vote. We conclude that the current voting process is fairer than the old one. However, it has not resulted in a tide of union success in these representation elections. Apparently scholars, the parties themselves, and investors all over-estimated the practical consequences of changing NMB representation election procedures.
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Mark E. Haskins, Jeanne Liedtka, John Rosenblum and Jack Weber
This article presents a framework for the design, development, and delivery of management development seminars devoted to the building of an organizational core capability. The…
Abstract
This article presents a framework for the design, development, and delivery of management development seminars devoted to the building of an organizational core capability. The framework presented is the outcome from a number of actual client engagements. A key element in the framework is the participants’ engagement in the iterative, integrated processes of reflection, observation, synthesis, and exchange.
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Investigates the differences in protocols between arbitral tribunals and courts, with particular emphasis on US, Greek and English law. Gives examples of each country and its way…
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Investigates the differences in protocols between arbitral tribunals and courts, with particular emphasis on US, Greek and English law. Gives examples of each country and its way of using the law in specific circumstances, and shows the variations therein. Sums up that arbitration is much the better way to gok as it avoids delays and expenses, plus the vexation/frustration of normal litigation. Concludes that the US and Greek constitutions and common law tradition in England appear to allow involved parties to choose their own judge, who can thus be an arbitrator. Discusses e‐commerce and speculates on this for the future.
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Lesbian, gay and bisexual (LGB) employees constitute one of the largest, but least studied, minority groups in the workforce. This article examines what we know, and what we need…
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Lesbian, gay and bisexual (LGB) employees constitute one of the largest, but least studied, minority groups in the workforce. This article examines what we know, and what we need to know, about the career and workplace experiences of this understudied population. The construct of sexual identity is defined, followed by a review of the research on sexual orientation in the workplace. Then an analysis of the differences between LGB employees and other stigmatized groups is presented. Three unique challenges facing LGB employees are identified, and conceptual models are developed that explain underlying processes. Finally, career theories are critically analyzed, and an identity-based longitudinal theory of LGB careers is presented.
The monograph analyses (a) the potential impact of informationtechnology (IT) on organisational issues that directly concern thepersonnel function; (b) the nature of personnel’s…
Abstract
The monograph analyses (a) the potential impact of information technology (IT) on organisational issues that directly concern the personnel function; (b) the nature of personnel’s involvement in the decision making and activities surrounding the choice and implementation of advanced technologies, and (c) their own use of IT in developing and carrying out their own range of specialist activities. The monograph attempts to explain why personnel’s involvement is often late, peripheral and reactive. Finally, an analysis is made of whether personnel specialists – or the Human Resource Management function more generally – will play a more proactive role in relation to such technologies in the future.
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In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of…
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In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.
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The purpose of this paper is to investigate the choices made in manufacturing decision categories by subcontractor small- and medium-size enterprises (SMEs) and determines if…
Abstract
Purpose
The purpose of this paper is to investigate the choices made in manufacturing decision categories by subcontractor small- and medium-size enterprises (SMEs) and determines if subcontractor SMEs make homogenous manufacturing choices.
Design/methodology/approach
A literature review was used to develop theoretical propositions. A multiple case study with 19 subcontractor SMEs was conducted.
Findings
Factors that might lead to homogenous choices in the manufacturing strategy decision categories were formalised into four theoretical propositions. The propositions were based on new institutionalism factors as well as SME factors. The findings reveal that there is considerable heterogeneity across the subcontractor SMEs in the various manufacturing decision categories. However, there are similarities between some manufacturing choices. This can partly be explained by the proposed factors and partly by other factors, such as SME characteristics and process choices.
Research limitations/implications
The study reinforces the need for more research that is focused on manufacturing decisions and choices in SMEs. All cases were of Swedish SMEs belonging to three different industries, potentially limiting the generalisability of findings to other industries or countries.
Practical implications
This study highlights the importance of the different choices made considering manufacturing and the factors influencing those choices. This provides guidance for managers when they make manufacturing choices in various decision categories.
Originality/value
By addressing new institutionalism, SME characteristics and decision categories in the same study, the author provides new insights into the categories of manufacturing decisions.
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Danila Scarozza, Alessandro Hinna and Federico Ceschel
Scholars have pointed out the need for improvement and refinement in public management research, also depending on the role of public administration for sustainable development…
Abstract
Scholars have pointed out the need for improvement and refinement in public management research, also depending on the role of public administration for sustainable development. Because government organizations employ a substantial portion of the workforce, management practices in the public sector are critical areas for designing, implementing and delivering policies that can achieve the goals set forth in the 2030 Agenda for Sustainable Development. For these purposes, and in implementation of the Next Generation EU (NGEU) programme, Italy recently launched an ambitious National Recovery and Resilience Plan (NRRP) which includes, among other things, upskilling goals for staff employed, following the modernization process that has involved the Italian public sector in the last decades, with the Decree n. 150/2009. Aiming both to understand the extent of the application of the reform and to answer some basic questions (why, what and how) concerning Individual Performance Appraisal Systems (IPAS), we conducted a content analysis on the 220 documents already produced by the Italian Ministries. The study has been conducted in two different steps of the reform process and provides solid evidence of the reforms' effects on designing and implementing individual performance systems. The analyzed documents reveal no longer-term vision in implementing the IPAS that involves some critical performance management utilities such as training, development, fair pay and deployment of employees, raising new questions about a sustainable approach to the individual performance management process even in public organizations.
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