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1 – 10 of 18Keith T. Phelan, Joshua David Summers, Mary E. Kurz, Crystal Wilson, Bryan Wayne Pearce, Joerg Schulte and Stephan Knackstedt
The purpose of this paper is to propose a three-staged approach to configuration change management that uses a combination of complexity analysis, data visualization, and…
Abstract
Purpose
The purpose of this paper is to propose a three-staged approach to configuration change management that uses a combination of complexity analysis, data visualization, and algorithmic validation to assist in validating configuration changes.
Design/methodology/approach
In order to accomplish the above purpose, the authors conducted a review of existing configuration management practices. This was followed by an in-depth case study of the configuration management practices of a major automotive OEM. The primary means of data collection for the case study were interviews, ethnographic study, and document analysis. Based on the results of the case study, a set of support tools is proposed to assist in the configuration management process.
Findings
Through the case study, the authors identified that the OEM used a configuration management method that largely represented the rule-based reasoning methods identified in the literature review. In addition, many of the associated challenges are present, primarily, the difficulty in making changes to the rule system and evaluating the changes.
Research limitations/implications
The primary limitation is that the case study was based on a single OEM. However, the results are in line with other practices identified in the literature review. Therefore, it is expected that the findings and recommendations should hold true in other applications.
Practical implications
A set of configuration management tools and associated requirements are identified and defined that could be used to assist companies in the automotive industry, and perhaps others, in managing their option changes as they continue to move towards full mass customization of products.
Originality/value
The proposed approach for configuration management has not been seen in any other organization. The value of this paper is in the effectiveness of the proposed approach in assisting in the configuration change management process.
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Bonnie McBain, Antony Drew, Carole James, Liam Phelan, Keith M Harris and Jennifer Archer
The purpose of this paper is to evaluate the experiences of tertiary students learning oral presentation skills in a range of online and blended learning contexts across diverse…
Abstract
Purpose
The purpose of this paper is to evaluate the experiences of tertiary students learning oral presentation skills in a range of online and blended learning contexts across diverse disciplines.
Design/methodology/approach
The research was designed as a “federation” of trials of diverse online oral communications assessment tasks (OOCATs). Tasks were set in ten courses offered across all five faculties at University of Newcastle, Australia. The authors collected and analysed data about students’ experiences of tasks they completed through an anonymous online survey.
Findings
Students’ engagement with the task was extremely positive but also highly varied. This diversity of student experience can inform teaching, and in doing so, can support student equity. By understanding what students think hinders or facilitates their learning, and which students have these experiences, instructors are able to make adjustments to their teaching which address both real and perceived issues. Student experience in this study highlighted five very clear themes in relation to the student experience of undertaking online oral communications tasks which all benefit from nuanced responses by the instructor: relevance; capacity; technology; time; and support.
Practical implications
Using well-designed OOCATs that diverge from more traditional written assessments can help students successfully engage with course content and develop oral communication skills. The student experience can be used to inform teaching by catering for different student learning styles and experience. Student centred approaches such as this allows instructors to reflect upon the assumptions they hold about their students and how they learn. This understanding can help inform adjustments to teaching approaches to support improved student experience of learning oral communications tasks.
Originality/value
The importance of learning oral communication skills in tertiary education is widely acknowledged internationally, however, there is limited research on how to teach these skills online in a way that is student centred. This research makes a contribution toward addressing that gap.
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At a recent meeting of the Council of the Royal Borough of Kensington, Councillor R. DUDLEY BAXTER, Chairman of the Public Health Committee, brought up a report setting forth…
Kenny Cafferkey, Tony Dundon, Jonathan Winterton and Keith Townsend
Existing research on the relationship between human resources management (HRM) and worker reactions to practices rarely explore differences between occupational classes and their…
Abstract
Purpose
Existing research on the relationship between human resources management (HRM) and worker reactions to practices rarely explore differences between occupational classes and their receptiveness to HRM initiatives. The paper aims to discuss these issues.
Design/methodology/approach
Using data from a single case organization, the authors examine whether HRM practices apply uniformly across distinct occupational groups, and if there are differing impacts by occupational class on commitment, motivation and satisfaction.
Findings
Using occupational identity, the results indicate that different groups of employees have varied perceptions of, and reactions to, the same HRM practices.
Practical implications
The paper adds that human resource practice application may have a tipping point, after which distinct employee groups require different HR architectural configurations.
Social implications
HRM policy and practice may be better tailored to the different specific needs of diverse occupational groups of workers.
Originality/value
The paper argues that existing theory and practice advocating universal or high potential HRM as a route to positive employee outcomes are potentially flawed.
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We recall Sidney Greenstreet's profile of Humphrey Bogart in The Maltese Falcon: ‘Upon my soul sir, you are a character, you really are.’ The same might be said of Gorby, the…
Abstract
We recall Sidney Greenstreet's profile of Humphrey Bogart in The Maltese Falcon: ‘Upon my soul sir, you are a character, you really are.’ The same might be said of Gorby, the leader of the second most powerful country in the world, whose stated philosophy over seventy years has been: profit is a moral evil.
Procedural justice consists of employees' fairness judgments about decision-making processes used to allocate organizational rewards and has been linked to positive work outcomes…
Abstract
Purpose
Procedural justice consists of employees' fairness judgments about decision-making processes used to allocate organizational rewards and has been linked to positive work outcomes. The study drew from social exchange and reciprocity theories to examine a model proposing psychological empowerment and organization-based self-esteem (OBSE) as two psychological processes explaining the relationship of procedural justice with employees' work effort and thriving.
Design/methodology/approach
Three-waves of data with one-month time lags were obtained from 346 full-time US employees. Structural equation modeling tested the hypotheses.
Findings
Results supported the model. Procedural justice at Time 1 was positively related to psychological empowerment and OBSE at Time 2, which both led to employees' work effort and thriving at Time 3.
Originality/value
The study provided a theoretical explanation for procedural justice resulting in better work effort and thriving: Psychological empowerment and OBSE may provide a bridge for the effects of procedural justice on employees’ work effort and thriving.
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Tom Schultheiss and Linda Mark
The following classified, annotated list of titles is intended to provide reference librarians with a current checklist of new reference books, and is designed to supplement the…
Abstract
The following classified, annotated list of titles is intended to provide reference librarians with a current checklist of new reference books, and is designed to supplement the RSR review column, “Recent Reference Books,” by Frances Neel Cheney. “Reference Books in Print” includes all additional books received prior to the inclusion deadline established for this issue. Appearance in this column does not preclude a later review in RSR. Publishers are urged to send a copy of all new reference books directly to RSR as soon as published, for immediate listing in “Reference Books in Print.” Reference books with imprints older than two years will not be included (with the exception of current reprints or older books newly acquired for distribution by another publisher). The column shall also occasionally include library science or other library related publications of other than a reference character.
The purpose of this paper is to investigate women small business owners’ informal learning behaviour. There is limited qualitative research that examines women small business…
Abstract
Purpose
The purpose of this paper is to investigate women small business owners’ informal learning behaviour. There is limited qualitative research that examines women small business owners’ learning process and this study aims to address this gap. The study was driven by the following research questions: “Do women small business owners prefer informal learning to formal training?” and if so, “Why do women small business owners prefer informal learning to formal training?” and “If informal learning is preferred, what role do networking and mentoring play in this learning process?”
Design/methodology/approach
Semi-structured interviews were conducted with 28 Western Australian women small business owners who were recruited through purposive sampling methods.
Findings
The small business owners had a strong preference for informal learning. Participants used their own work experience and knowledge to start-up their businesses. A low uptake of formal training was found due to time and resource constraints and personal preferences. Participants relied on contacts within their networks to acquire knowledge or they hired others who possessed the requisite knowledge or skill. Only a small portion of participants had mentors or acted as a mentor.
Research limitations/implications
This study has limitations that tend to be commonly found in exploratory studies, such as a small sample size.
Practical implications
The research has implications for recognised training institutions that are engaged in entrepreneurship education. By gaining greater understanding of the nature of learning in small business, they may be able to offer more affordable and flexible informal courses that specifically target women small business owners, incorporate mentorship programs within their business courses by engaging with industry partners, or appoint instructors with industry contacts and experience, to provide mentoring support for these business owners.
Originality/value
This research responds to calls for studies aimed at developing a more nuanced understanding of the learning behaviour of women small business owners.
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Todd Maurer, Nikolaos Dimotakis, Greg Hardt and A.J. Corner
We introduce a new approach to developmental reflection in which the focus is on differences in how people reflect. When reflecting on challenging experiences, people achieve…
Abstract
Purpose
We introduce a new approach to developmental reflection in which the focus is on differences in how people reflect. When reflecting on challenging experiences, people achieve better development when they tend to look for causes of what happened within changeable personal characteristics, and they subsequently focus on the improvement of those personal characteristics.
Design/methodology/approach
Supervisors and subordinates with leadership responsibilities in diverse jobs in varied industries provided survey data (444 individuals in a psychometric testing sample, and 419 paired subordinate/supervisor dyads in a model-testing sample).
Findings
The reflection difference construct had the expected factor structure, reliability, and was distinguishable from eight conceptually related variables in the literature. Reflection differences were predicted by the theoretically relevant job, person, and situational variables and were associated with development and performance outcomes.
Practical implications
The reflection construct might be used for prediction to identify the individuals who are likely to get the most from challenging experiences and improve. Further, by identifying predictors of reflection, ideas for enhancing reflection are provided. Also, by uncovering specific underlying dimensionality of reflection, this offers specific targets for interventions beyond generally encouraging people to reflect.
Originality/value
This study establishes support for: (1) the new theoretical framing of reflection differences, (2) a new preliminary model of antecedents and outcomes, and (3) an initial scale for future research and practice that can be more explicit about understanding and addressing underlying differences in how people reflect.
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The relationships between intention to look for work and gender, race, and job complexity are assessed using a national sample of working young adults in the USA (n = 3,622). The…
Abstract
The relationships between intention to look for work and gender, race, and job complexity are assessed using a national sample of working young adults in the USA (n = 3,622). The effects of gender and race on job complexity are also assessed. The results of the path analysis indicate that women perceive greater complexity in their jobs than do men. The findings also suggest that minority groups experience lower job complexity compared to their Anglo counterparts. Finally, intention to look for work was positively affected by racial minority status and negatively influenced by job complexity. The managerial implications of the findings are discussed and recommendations for future research are provided.
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