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Open Access
Article
Publication date: 20 July 2022

Jeff Duggan, Kathryn Cormican and Olivia McDermott

An understanding of the motivation of individual employees to adopt lean practices is fundamental to successful lean implementation. This study aims to investigate the adoption of…

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Abstract

Purpose

An understanding of the motivation of individual employees to adopt lean practices is fundamental to successful lean implementation. This study aims to investigate the adoption of lean practices and provides an analysis of the individual-level factors necessary for lean implementation. This study presents a method for assessing the impact of individual-level factors in a company deploying lean within a biopharmaceutical manufacturing subsidiary.

Design/methodology/approach

The case study explores the attitudes of individuals within a functionally structured organisation undergoing a lean implementation initiative. A quantitative data collection approach was used to capture data from employees in a medical device manufacturing organisation.

Findings

The study found that personality and affective organisational commitment positively affects an individual’s intention to adopt lean practices. Employees with greater levels of affective commitment are more likely to partake in lean-related practices. Individuals in functions that directly support the production process, as opposed to those in functions that indirectly support production, are more likely to participate in lean practices. Finally, individuals in supervisory roles are more likely to adopt lean practices than those in non-supervisory roles, and management should involve top performers in lean.

Originality/value

There is a paucity of case study research in the area of individual-level factors for lean practice adoption. The findings of this study offer practical guidance on individual-level factors for lean practice adoption and illuminate new avenues for future research. This analysis also makes a practical contribution to the literature. From a managerial perspective, understanding why certain employees are more willing to adopt lean practices contributes to an overall lean organisational readiness and implementation framework. This insight enables the development of carefully tailored communication and training programs for managing employee motivation for and receptivity to lean.

Details

International Journal of Lean Six Sigma, vol. 14 no. 2
Type: Research Article
ISSN: 2040-4166

Keywords

Open Access
Article
Publication date: 5 January 2024

Laura Howard

This study aims to investigate the research question: how do women leaders in the professional business services (PBS) sector develop and approach workplace (in)authenticity?

Abstract

Purpose

This study aims to investigate the research question: how do women leaders in the professional business services (PBS) sector develop and approach workplace (in)authenticity?

Design/methodology/approach

Ten senior women leaders in the Midlands region of the UK were purposefully selected and interviewed. A semi-structured approach meant that the author adopted a social constructionist paradigm and feminist interpretation. Questions were designed to elicit rich descriptions from the participants. An inductive thematic analysis was conducted to address the study’s purpose.

Findings

Four themes were important to women when they developed and approached workplace (in)authenticity: (1) Power Structures, (2) Fit to Belong, (3) Influential Femininity and (4) Through Her Evolution. Women described masculine-majority organisations exerting power. They were pressured into altering their behaviours to “fit” into workplaces. When women had the latitude to be themselves, their leadership excelled. Women’s authenticity developed through increased self-knowledge, helping them to overcome workplace challenges. The study concluded that women face complexities when developing and approaching their constructions of authenticity, namely in the barriers and ramifications they face.

Practical implications

The study suggests several implications for practice and theory concerning enablers and barriers to women leaders' workplace authenticity. The link between authenticity and workplace gender equity needs to be investigated.

Originality/value

The study provides evidence that women are challenged when becoming authentic, therefore, altering their careers irrecoverably in some cases.

Details

Journal of Work-Applied Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2205-2062

Keywords

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