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This paper aims to advocate the consideration of Maslow’s Grumble Theory to advance motivational activities within the organization, as well as matching individual needs to morale concerns. This includes a view of associated costs as an investment instead of a common expense.

This paper includes a study of Maslow’s Needs Hierarchy and related literature that supports a modern interpretation. Suggestions are made for administrators to view solving complaints or grumbles proactively by investing in appropriate activities.

Overall, if complaints are viewed as opportunities to address individual needs, with the top level of grumbles empowered to help support high-level organizational functions, the organization can benefit greatly.

This paper represents the author’s point of view after a study of Grumble Theory and self-application of suggestions.

The paper examines the origins of the so‐called “grumble point” (a sky factor of 0.2 per cent) as the measure of daylight adequacy in rights to light disputes. It seeks to identify the rationale, and underlying scientific basis, for the adoption of this standard in the early twentieth century.

Analysis of archive materials.

The use of the 0.2 per cent standard does not appear to be based on empirical investigations involving human perceptions of adequate light. No evidence exists of the investigations reputedly undertaken by Percy Waldram during the early twentieth century. Waldram's own writings suggest that the standard began as a “rule of thumb” and was only later justified by reference to other independent reports. These generally do not support the use of the standard and, in any event, were soon superseded by other reports that concluded that it was too low. There is a lack of reliable evidence to justify the original adoption of the 0.2 per cent figure, and many of the assumptions underpinning modern rights to light practice are found to be based on inaccurate information.

Continues the debate, started in this journal in 2000, about the future of surveying practice in rights to light disputes.

Places new information in the public domain which has implications for the professional liability of surveyors advising clients in rights to light cases.

Presents the first investigation into the original scientific basis for modern rights to light practice since its introduction in the early part of the twentieth century.

This study proposes a research model to identify the relevant constructs of employee resistance and symbolic adoption in pre-implementation stage of enterprise resource planning systems in manufacturing industries, drawing suitable support from the existing body of literature. The proposed model is a combination of the status quo bias theory and absorptive capacity theory to measure employee resistance that negatively lead to symbolic adoption of a user.

This research used a self-administered questionnaire to survey 221 participants from five organizations in the manufacturing industry, all working towards deploying enterprise resource planning (ERP) systems.

The results show that factors contributing to status quo bias and absorptive capacity impact end-user grumbling. Furthermore, end-user grumbling affects symbolic adoption substantially.

This study provides researchers, practitioners and ERP vendors a broader overview of employees' resistance and motivation for using newly deployed systems.

In the past two decades, both practitioners and academicians are investigating the technical and non-technical features that assist end-users to adopt the system. Information system theories center on the post-deployment stage, with rare attempts to identify users' resistance and mental willingness to accept technology in the pre-adoption phase, which is very crucial for the success of ERP.

This study introduces a series of articles which respond to Pitts' call for a debate into current rights to light practice. It summarises relevant areas of law as well as current measurement and valuation practices in this area. Describes the Waldram methodology, grumble point, fifty‐fifty rule and the concept of equivalent first zone loss. It also shows how these concepts are used to determine the amount of damages payable where a right to light has been infringed and calls for others to contribute to the debate proposed by Pitts.

The purpose of this paper is to encourage discussion on whether the acceptable standards of natural illumination have increased since Colls was decided in 1904. It invites discussion as to whether new parameters should be set or whether the 50/50 rule should be changed. Reference is made to the circumstances in which the grumble point of 0.2 per cent was calculated and to the method of measuring this accurately with the aid of a Waldram diagram. Comments are invited from readers to continue the debate.

The paper aims to provide a better understanding of psychological contract (PC) constructed by examining the relationships among unfulfilled expectations, unfulfilled promises, and employee behavioral outcomes.

This study used a cross-sectional survey with data collected at three separate times, each one month apart to reduce the possibility of common method biases. The data were collected from multiple sources of 250 employee-supervisor pairs.

First, both unfulfilled expectations and promises were related to employees' negative behavioral outcomes. However, unfulfilled promises were likely to trigger stronger negative behavioral outcomes, such as a decrease in loyalty to the organization and job performance, and an increase in complaining and intention to leave the organization. Second, different dimensions of unfulfilled PCs trigger different types of behavioral outcomes. Specifically, unfulfilled transactional contracts were likely to trigger employees' withdrawing behaviors, such as intent to quit and carelessness of job performance. Similarly, unfulfilled relational contracts were likely to influence employees' extra-role behaviors, such as increased grumbling and decreased loyalty.

This study contributes to the PC theory in three ways. First, PCs were discussed in multiple perspectives, employees' expectations and employer's promises, which contained different meanings about employees' behavioral outcomes. Second, the contents of PCs were evaluated in multiple dimensions, transactional contents and relational contents, as they were related to different types of work-related behaviors. Third, this study was conducted in Taiwan to reveal how employees react to unfulfilled PCs in a high-context cultural environment.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting‐edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

A persistent grumble of “baby boomers” is that younger generations, including those who are now students, are more materialistic they used to be. There us perhaps a grain of truth in this, although to be excessively censorious might be unfair; we now live in a more materialistic world and the “baby boomers”, as students, had better state support than today's undergraduates. It was perhaps easier to take a non‐materialist stance in those days.

The paper provides strategic insights and practical thinking that have influenced some of the world's leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy‐to‐digest format.