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The team members’ expertise has been shown to increase team effectiveness when it is actively coordinated. While in face-to-face teams such expertise coordination unfolds through direct interaction, expertise coordination in dispersed teams is unlikely to evolve automatically. In this context, shared leadership, that is, the distribution of leadership influence across multiple team members is argued to serve as initiating mechanism for expertise coordination.

This paper seeks to introduce a six‐sigma based methodology for the SCM domain which was developed and has been used in Samsung.

The paper provides a detailed description of how and why a six‐sigma‐based methodology for the SCM domain was developed in Samsung and presents a real industry case to illustrate the usage of the methodology.

In Samsung, the effort and investment in synthesizing SCM and six sigma, and developing a unique six‐sigma‐based methodology to improve its SCM operation, have turned out to be fruitful. The Black Belt program has produced highly qualified and talented SCM specialists, who are currently training the methodology to members in their organizations and leading SCM projects. SCM projects are being prepared and conducted in a more disciplined way and their outcomes are continuously monitored and shared through the company's repository.

To generalize its usefulness, the methodology needs to be applied to the SCM projects of those companies whose organizational and cultural contexts are different from those of Samsung. In addition, the overview of an illustrative SCM project presented in the paper is brief due to space limitations.

Today, SCM is increasingly recognized as a strategic way to innovate a company's business operation. This paper shows that a methodology such as Samsung's SCM six sigma can be the key to conducting SCM projects in a more disciplined way and for fruitful outcomes.

The paper introduces a unique six‐sigma‐based methodology for the SCM domain which has been developed and applied in a leading global manufacturing, financial, and services conglomerate. This methodology could be adapted by other companies for their SCM projects to increase the likelihood of project success.

Teams are an important component to the success of corporate innovation and entrepreneurship. However, innovation teams often suffer because management fails to develop a change strategy and prepare managers and participants to work in teams. This chapter provides a discussion of the critical elements needed to prepare team member, including reviewing the team development process and offering insights on how to manage communication, conflict resolution, creative problem solving, and decision-making to enhance team performance. Additionally, research on the use of innovation teams is presented along with some recommendations for management to implement innovation teams in organizations.

Novel engineering designs are usually infeasible for manufacturing or fail to meet the required performance. The dissimilar functionalities and mindsets between design and manufacturing pose challenges, as well as opportunities for innovation projects. This paper aims to report the innovation process that prototyped a novel engineering design of a haptic device in an engineering research lab. The innovation process went through several design generations. Interaction between design and manufacturing drove the innovation toward both better and worse directions between generations.

Using the case research method, the steps of theoretical proposition development, case selection, data collection, data analysis and theory modification were followed. By interviewing the key persons, the characteristics, issues and recommendations for improvement of the innovation process were identified.

It was found that technical issues were not the hurdles in the innovation process. Instead, managing the inter-organizational mechanism proved critical to its eventual success. The educational gap between the design and manufacturing groups gave rise to communicational and perceptional distance, while the gap in terms of work experience between the two groups enlarged that distance.

The research results may be limited to cases with similar organizational and technological contexts.

Within an organization, the design and the manufacturing divisions are separated by a functional gap. The functional gap should be managed with multiple views, namely, technical, personal and organizational perspectives. The identified innovation process could help bridge such a gap and facilitate innovative engineering designs in research institutes.

The effectiveness of the innovation process was, thus, found to be determined by the positive or negative reinforcement of these two gaps between the design and manufacturing of the research institute.

This study aims to validate whether enhancing interorganizational task interdependence among tier 2 suppliers can act as an effective approach for the tier 1 supplier to enhance collaborations among these suppliers in the buyer-tier 1 supplier-tier 2 supplier triadic new product development (NPD) project when buyer's requirements are unstable.

Based on social interdependence theory, a model linking interorganizational task interdependence to interorganizational collaboration and NPD product performance is built. The authors conducted a survey study to collect data from 169 automotive tier 1 suppliers and performed regression analysis to empirically test the hypotheses.

The test results suggest that interorganizational task interdependence among tier 2 suppliers can promote interorganizational promotion-oriented information sharing and interorganizational joint decision making among these suppliers. These improvements can ultimately improve supplier’s NPD product performance. However, the buyer’s requirements uncertainty can reduce the positive effects of such an interdependence arrangement.

This study provides new insights into the role of a tier 1 supplier to enhance the collaboration among tier 2 suppliers in the limited condition of this relationship while providing an alternative explanation regarding contradictory ideas about task interdependence among suppliers.

This paper aims to improve customer knowledge management practices in industrial firms by examining the role of knowledge integration mechanisms (KIMs) and customer-oriented reward systems in non-marketing managers’ use of customer information.

Cross-sectional survey data were collected from 221 R & D and manufacturing managers from large, Finnish industrial companies. Ordinary least squares regression with bootstrap procedures was used to test the hypotheses.

The use of KIMs mediates the positive effect of customer-oriented reward systems on non-marketing managers’ use of customer information. However, non-marketing managers’ previous work experience in sales and marketing negatively moderates the effect of customer-oriented reward systems on the use of customer information. The use of knowledge integration systems mediates this moderation effect.

This paper provides empirical evidence concerning the antecedents of successful customer knowledge transfer from sales and marketing to R & D and manufacturing. The findings imply that non-marketing managers with T-shaped skills (previous work experience also in sales and marketing) are unlikely to increase their use of KIMs if they are exposed to customer-oriented reward systems. Hence, broadening employees’ knowledge base substitutes for using customer-oriented reward systems as a tool for improving customer information use.

Building on the research on customer knowledge management, marketing’s cross-functional relationships and the motivation for knowledge transfer, this paper increases our understanding of how to develop organizational support for customer knowledge transfer. The authors consider both the impact of reward systems and their interaction with employees’ knowledge and skills.

This paper presents a pop-up technique based on origamic architecture as a technological design solution for post-disaster temporary shelter systems. First of all, the concepts of disaster and post-disaster are briefly introduced, and the roles and needs of post-disaster temporary shelter systems, particularly in emergency periods, are reviewed. Second, pop-up techniques based on origamic architecture are briefly discussed. Third, a formal language for opening the cards of origamic architecture is introduced, out of which a geometric elasticity has been developed. With the language, a variety of flexible and expandable designs for shelter structures can be generated by incorporating different pop-up techniques. Finally, a prototype shelter has been constructed to demonstrate the adaptability and sustainability of the shelter within the local environment and the affected society, considering portability, low-cost, and easy in assembling by any unskilled person.

Though daycare centres are built to facilitate children's social and physical growth, divergent stakeholder perceptions yield conflicts while managing risks for each space due to the minimal guidelines in the Republic of Korea. Due to the unclearly defined knowledge and experience gap between representative stakeholders, teachers have difficulties in operating it with high satisfaction. This study therefore was conducted to systematically identify which parts of performance should be increased to preferentially increase end-user satisfaction in limited resources.

This research conducted quantitative analysis gradually. Importance–performance analysis (IPA) grasped the perceptions of construction practitioners and end-users after identifying space composition and representative risks of daycare centres. Based on the factors influencing perception differences, principal component analysis and structural equation modelling (SEM) were conducted to determine which space improves the performance preferentially to increase overall end-user satisfaction.

As the utilisation of indoor spaces increases after COVID-19, improvement of indoor spaces except for indoor playroom is necessary, especially, advancement of the quality of teachers' rooms.

Outputs by reflecting the end-user experiences support to understand which spaces are managed from the limited resources.

Theoretical framework for daycare centre was established in Korea where guidelines were insufficient, and differences in perception of each risk of stakeholders were identified. Moreover, gradual statistical analysis was set to construct end-user-focused centres by extracting where the performance of space should be improved in prior.

The purpose of this study is to identify and explore what leadership characteristics constitute humanistic leadership in the South Korean context. Moreover, this study examines how these leadership characteristics are connected to Korean culture.

Based on the information gathered from semi-structured interviews and other sources, including books, case study articles and news articles, this study captures a more comprehensive perspective of Mr. Kook-Hyun Moon, the former CEO of Yuhan–Kimberly.

The key characteristics of Mr. Moon's humanistic leadership that are identified in this study are: respect for all mankind, benevolence (seeking the greater good), sincerity (building trusting relationships with stakeholders) and continuous learning and innovation (developing self and others). These key characteristics set Mr. Moon apart from other leaders and are connected to the fundamental values and philosophies of Korean culture.

This study contributes to the current leadership literature by identifying and exploring Mr. Moon's humanistic leadership characteristics that enable him to gain respect and contribute to communities and society in the South Korean context. This study also finds that the humanistic leadership characteristics of Mr. Moon reflect three major attributes of Korean culture: the ideology of the Dangun mythology, the principle of Neo-Confucianism in Korea and jeong – an indigenous cultural concept in Korea (these attributes will be discussed in detail in the South Korean values and philosophies section). Such reflection suggests that investigating how humanistic leadership characteristics are connected to local cultural roots is important to enhance the understanding of humanistic leadership.

Firms influence a government to their advantage in one of two ways: either through lobbying a government to change the rule, or through bribing bureaucrats to circumvent the rule. The purpose of this paper is to investigate whether and under what conditions do corporate political activities facilitate firm growth in a multinational context, especially in developing economies.

This study is based on the data of the World Bank’s Enterprise Survey, conducted by the World Bank in the 2002 to 2006 period in 12 countries. To deal with a multilevel structure, the authors applied multilevel regression as the main analysis method.

The analysis reveals that both political activities are prevalent in emerging markets, but they play very different roles on firm growth. The authors also find that the effect of lobbying is more pronounced in politically durable countries where firms can secure their vested benefits by lobbying.

The paper contributes to the corporate political activities literature by investigating the distinguishing and contingent role of bribery and lobbying on firm performance.