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The purpose of this research was to investigate a successful company, Atlas Container Corporation, that practices the values of egalitarianism, democracy, mutuality, and transparency. Moreover, this research sought to identify the human resource policies and practices (HRPP) used to reinforce these values and create a distinctive culture.

An ethnographic approach was used to produce a case study. Interviews, observations, archives, and documents were all part of the collected data.

The HRPP were distinctively different from the normal practices in the industry. Thus, these differences appeared to explain its success.

While this case study focused only on a single organization, it provides an illustration of the importance of reflecting the organization’s culture through its HRPP, and of how they could operate synergistically for optimal impact.

This case illustrated how a company following a set of HRPP contrary to industry norms could succeed. In addition, it pinpointed some areas where HRPP either reduced costs or made the company more responsive to customer needs.

This case illustrated that a company can be both humanistic and efficient. Moreover, it demonstrated a number of ways that the financial success of the company could be shared with its employees.

A review of the literature found that companies that practiced a progressive set of HRPP and made decisions based on democratic principles are rare. Thus, knowledge of such a company should be valuable.

High-involvement work processes (HIWPs) are associated with high levels of employee influence over the work process, such as high levels of control over how to handle individual job tasks or a high level of involvement at team or workplace level in designing work procedures. When implementations of HIWPs are accompanied by companion investments in human capital – for example, in better information and training, higher pay and stronger employee voice – it is appropriate to talk not only of HIWPs but of “high-involvement work systems” (HIWSs). This chapter reviews the theory and practice of HIWPs and HIWSs. Across a range of academic perspectives and societies, it has regularly been argued that steps to enhance employee involvement in decision-making create better opportunities to perform, better utilization of skill and human potential, and better employee motivation, leading, in turn, to various improvements in organizational and employee outcomes.

However, there are also costs to increased employee involvement and the authors review the important economic and sociopolitical contingencies that help to explain the incidence or distribution of HIWPs and HIWSs. The authors also review the research on the outcomes of higher employee involvement for firms and workers, discuss the quality of the research methods used, and consider the tensions with which the model is associated. This chapter concludes with an outline of the research agenda, envisaging an ongoing role for both quantitative and qualitative studies. Without ignoring the difficulties involved, the authors argue, from the societal perspective, that the high-involvement pathway should be considered one of the most important vectors available to improve the quality of work and employee well-being.

Toyota had mature lean capabilities when developing its supplier network. This paper aims to explore how companies can develop a Toyota-style supplier network (TSN) while their lean capabilities are still evolving.

Theoretically, this paper relies on the literature on lean maturity levels and lean supplier network development. Empirically, the paper portrays a Toyota-style initiative, detailing the buyer’s efforts to develop internal lean capabilities concurrently with developing lean in its supplier network. It compares the Network for supplier innovation (NSI) initiative with TSN development regarding activities, organizations and knowledge-sharing routines.

Unlike the sequential development in the case of Toyota, NSI improved performance and capabilities in the buyer’s supplier network by implementing lean in the firm and its supplier network concurrently. Third-party involvement was the key to the initiative’s success.

The findings are based on an in-depth single-case study which allows theoretical generalization but not statistical generalization. Furthermore, the case study concerns an initiative with Norwegian firms during a financial recession. Future studies should consider these limitations on how firms with evolving lean capabilities can develop a TSN-style supplier network and the importance of involving third parties operating in the role of lean master.

This study suggests what buying firms should consider when designing a TSN initiative, enrolling suppliers and engaging third parties that can take on the role of lean master.

Previous research has focused on how mature lean firms develop lean suppliers and networks. This paper extends this to firms whose lean capabilities are still evolving.

This paper aims to explore the impact of buildings on the creation of healthy workplaces (HWs) and end users’ physical and mental health and well-being. The paper presents available research on the impact of workplace layout, interior design, indoor climate and “green” offices. It ends with reflections on the main lessons learned, gaps in our current knowledge and suggestions for further research.

A literature research has been conducted of all papers in four corporate real estate management and facilities management-oriented journals from 2008 to 2017 that discuss health and well-being and related topics such as satisfaction, productivity and creativity.

A conceptual model to analyse impact factors for HWs covers the influence of many different variables. Most papers only discuss a particular influencing factor, mainly plants and indoor climate. Various papers show that the spatial layout, in particular the level of openness and opportunities for communication, concentration and privacy and interior design have an important impact on user satisfaction, perceived productivity support and creativity. These factors may have a positive impact on HWs as well and can also be benefits of HWs.

The paper identifies, which factors are important to consider for creating HWs and potential benefits of HWs.

This paper discusses the role of CREM and FM in creating HWs and reflects on the available knowledge, current omissions and the need for transdisciplinary follow-up research.

The purpose of this paper is to investigate design features of variable pay plans adopted for shop-floor workers engaged in manufacturing firms that had implemented lean production systems, and the effects of design features on their job performance.

In total, 892 shop-floor workers attached to lean implemented manufacturing firms in Sri Lanka responded for the study. Structural equation modelling was used for the data analysis.

It was found that the performance evaluation-base for variable payments, variable pay calculation-base and goal setting for variable pay significantly predict job performance of the shop-floor workers.

It could be expected that the academics and practitioners alike are motivated by their desire to clearly apprehend the contribution of variable pay plans on job performance of the shop-floor workers engaged in lean production systems. This demands more investigations to better understand the design features of variable pay plans.

Kato & Long state that executive compensation has attracted much attention from economists in the past two decades yet most academic work on executive compensation has been concentrated on a few developed countries such as the USA and the UK, mainly due to data availability. In light of the mounting interest in the vital role that corporate governance may play in economic development, however, it is of considerable importance to study how firms in developing countries compensate their top executives. In particular, for transition economies struggling to transform their state‐owned enterprises (SOEs) into profitable modern firms through various reform measures, the provision of efficient managerial incentives is a crucial ingredient of the successful transition of the economy. Since executive pay‐performance link represents the bulk of managerial incentives for top management, a closer look at the nature of pay‐performance link for top management in transitional economies will provide much needed information for the evaluation of the current reform effort and the designing of future reform measures. This paper seeks to address these issues.

A review of available literature for this topic was sourced, collated and summarised.

The significant pay‐performance link for top management in China's listed firms is overall encouraging news for current policy makers in China, who consider public listing in the stock market as a key mechanism of achieving such a goal for large SOEs. However, not all news is good. Perhaps most importantly, they have found that government ownership of China's listed firms is weakening pay‐performance link for top managers and thus possibly making China's listed firms less effective in solving the agency problem.

Taken in context with other literature and research, this paper provides an insight into the link between Chinese state‐owned enterprises (SOEs) and other publicly listed firms and executive remuneration.

This study investigates whether logistics and supply chain resilience strategies (SCREST) can help mitigate the negative impacts of disruptions on firm performance and logistics and supply chain (SC) activities of companies, using the COVID-19 pandemic as a case study.

The authors collected primary data on the implementation of different types of SCRESTs and measured the impact of COVID-19 in terms of firm performance and logistics and SC metrics through a survey of Japanese manufacturing companies in four sectors. The authors used these data to illustrate whether the companies benefitted from SCRESTs in mitigating the negative impacts of COVID-19. A questionnaire comprising structured and open-ended questions was sent to 8,000 companies all over Japan that met the selection criteria, using a combination of mail and web-based media. The respondents were logistics and SC professionals. A combination of qualitative and quantitative analysis was performed for data analysis and interpretation.

Research conducted within the case of the Japanese context revealed that findings varied depending on the methodology applied. The use of a direct analysis approach and qualitative analysis suggested that the implementation of SCRESTs is beneficial in addressing the negative impacts of COVID-19 on firm performance and logistics and SC activities, whereas the application of indirect analysis approach yielded mixed results. The analysis also indicated a shift in the preferred SCRESTs during COVID-19.

To the best of the authors’ knowledge, this is the first study to examine the benefits of implementing SCRESTs using primary data from the manufacturing sector of Japan. Furthermore, empirical research on this topic is generally lacking.

This paper reviews the literature on maintenance strategies for energy efficiency as a potential maintenance approach. The purpose of this paper is to identify the main concept and common principle for each maintenance strategy for energy efficiency.

A literature review has been carried out on maintenance and energy efficiency. The paper systematically classified the literature into three maintenance strategies (e.g. inspection-based maintenance [IBM], time-based maintenance [TBM] and condition-based maintenance [CBM]). The concept and principle of each maintenance strategy are identified, compared and discussed.

Each maintenance strategy's main concept and principle are identified based on the following criteria: data required and collection, data analysis/modeling and decision-making. IBM relies on human senses and common senses to detect energy faults. Any detected energy losses are quantified to energy cost. A payback period analysis is commonly used to justify corrective actions. On the other hand, CBM monitors relevant parameters that indicate energy performance indicators (EnPIs). Data analysis or deterioration modeling is needed to identify energy degradation. For the diagnostics approach, the energy degradation is compared with the threshold to justify corrective maintenance. The prognostics approach estimates when energy degradation reaches its threshold; therefore, proper maintenance tasks can be planned. On the other hand, TBM uses historical data from energy monitoring. Data analysis or deterioration modeling is required to identify degradation. Further analysis is performed to find the optimal time to perform a maintenance task. The comparison between housekeeping, IBM and CBM is also discussed and presented.

The literature on the classification of maintenance strategies for energy efficiency has been limited. On the other hand, the ISO 50001 energy management systems standard shows the importance of maintenance for energy efficiency (MFEE). Therefore, to bridge the gap between research and industry, the proposed concept and principle of maintenance strategies will be helpful for practitioners to apply maintenance strategies as energy conservation measures in implementing ISO 50001 standard.

The novelty of this paper is in-depth discussion on the concept and principle of each maintenance strategy (e.g. housekeeping or IBM, TBM and CBM) for energy efficiency. The relevant literature for each maintenance strategy was also summarized. In addition, basic rules for maintenance strategy selection are also proposed.