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Leadership and Health Care management and Organisational Development and Talent Management.

Postgraduate level for honours or master’s programs in courses on public health, executive leadership and management, organisational development and public administration leadership.

The case study offers an account of Ms Xolani Ngumi’s Chief Director, Enola District Health Services, South Africa, who was driving from her newly constructed modern district hospital to one of the municipal clinics that she was overseeing. It highlights the dilemma of the general practitioners (GP’s) that refused to be relocated, leading to many clinics being without clinical support.

Expected learning outcomes are as follows: Identification of stakeholders in a particular dilemma to aid leaders’ decision-making; developing the competence of balancing conflicting needs of stakeholders by juggling complex systems; and analysing staffing issues and offer recommendations to enhance talent management.

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CSS 7: Management Science.

Public Health; Leadership; Organisational Development; Organisational Behaviour; Public Administration Management.

Postgraduate level for honours or masters programmes in courses on public health; executive leadership and management programmes; MBA level.

The case unpacks decentralisation as a means to promote and improve local decision-making and accountability through community participation and engagements. Ayanda Nkele was a programme manager in a health district in South Africa. He was faced with many challenges when trying to implement his programme, most of which were related to local authority, responsibilities and decision-making abilities at his level. This case describes briefly the South African health system. and how it functions. It describes the proposed changes to the health system and its transformation towards Universal Health Coverage. The decision space analysis as discussed in the case illustrates the types of decentralisation in the country and how this also applies to Nkele’s level.

Understanding the concepts and principles of decentralisation within the context of strengthening district health services, the re-engineering of primary health care (PHC) and rolling out a National Health Insurance in South Africa. Applying the “decision space” approach to analyse the extent of decentralisation. Grasping the requirement of leaders to be “contextually intelligent” and identify the important contextual variables to take into account when analysing public health care.

Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

CSS 7: Management Science.

In the rise of offices designed to support activity-based working (ABW), parts of industry have fully transitioned to open-plan environments and then later to unassigned seating, whereas other parts, such as tertiary education, are still in the process of moving away from individual offices. There are a few relevant studies to understand how occupants from industry sectors with different levels of adoption of ABW perceived environments designed to support this way of working. This paper aims to contribute to the knowledge gap by providing insight into workers’ satisfaction and dissatisfaction from open-plan offices designed to support ABW along with the key predictors of perceived productivity.

A data set of 2,090 post-occupancy evaluation surveys conducted in five sectors – tertiary education, finance, construction, property/asset management and design/engineering – was analyzed. ANOVA and confirmatory factor analysis (CFA) were conducted for the survey questionnaires. First, ANOVA tests were conducted for the whole sample with perceived productivity as the dependent variable. A seven-point Likert scale with five theoretical factors was generated with all survey questionnaires. CFA was performed to show the factor loadings. In addition, regression analyses were carried out for each of factor item taken as the independent variable, where perceived productivity was the dependent variable. Key sources of satisfaction and dissatisfaction per sector were analyzed and differences between occupants reporting a negative or positive impact on their productivity were also investigated. Finally, open-ended comments were analyzed to show the key sources of dissatisfaction based on open-ended comments.

Workers from construction were the most satisfied, followed by finance and tertiary education. Occupants from all industry sectors consistently rated their workspaces highly on biophilic and interior design. Distraction and privacy received the lowest scores from all sectors. Open-ended comments showed mismatches between spatial and behavioral dimensions of ABW both for satisfaction and perceived productivity. Interior design was the strongest predictor for perceived productivity for all sectors. Findings dispel the notion that ABW implementation may not be suitable for certain industries, as long as the three key pillars of ABW are fully implemented, including design, behavior and technology.

This paper provides insight into workers’ satisfaction and dissatisfaction from open-plan offices designed to support ABW in different industry sectors along with the key predictors of perceived productivity.

The purpose of this paper is to demonstrate that creating shared meanings in dialogical communication is a “must” for diversity management if it wants to fulfill the double promise of promoting both business and ethical goals. By way of meeting this challenge, the authors introduce the negotiating reality theory and education program developed by Victor Friedman and Ariane Berthoin Antal, and examine its ethical underpinnings.

The paper is a theoretical exploration which combines ethical and intercultural communication perspectives in the context of diversity management. Excerpts from ethnographic research data are used to illustrate the deficiency of intuitive processes in negotiating reality in practice.

The negotiating reality program, originally developed for international business, is equally relevant to diversity management, as it serves to deconstruct value hierarchies embedded in diversity categorizations, and hence enhances seamless and productive cooperation. Learning such communication skills involves personal emotional-cognitive growth, which can be analyzed in terms of Aristotle’s notion of virtue. The authors also argue for the interconnected nature of performance and ethical goals in diversity management.

Since this is a theoretical paper, empirical research is needed to investigate the pedagogical and rhetorical means which inspire people to develop their intercultural communication skills in various diversity contexts.

This paper challenges managers to introduce means to develop negotiating reality skills and practices for the benefit of the staff and the whole organization.

This paper suggests that the focus of diversity management should shift to meanings and intercultural communication, and that ethical considerations are an important part of that.

The Indian context is marked with weak anti-discrimination laws and patchy implementation of protection of civil rights of women at workplaces. The purpose of this paper is to unearth the rationales of the adoption of gender diversity management policies and practices in India, in the absence of laws and regulations.

Inspiration is drawn from previous studies on diversity management in other national contexts, and a survey methodology was adopted. The lead researcher administered the questionnaires personally to all respondents to ensure that the understanding of the questions is uniform across respondents as gender diversity management is a relatively new concept in India.

Size of the organisation (number of full-time employees), the influence of external organisations and perceived enhanced organisational flexibility were found to explain the adoption of gender diversity management policies and practices in the Indian IT/ITeS industry. Findings also indicate that Indian subsidiaries of foreign multinationals tend to adopt more gender diversity management policies and practices as compared to Indian-owned organisations.

This study provides evidence that organisations do not always enact structures or behaviours in the pursuit of normative rationality and also consider the economic value of them, establishing an organisational agency in adopting legitimated norms or practices. The study also shows that gender diversity management policies and practices are not only dependent on the enactment of laws but also are adopted because of the economic benefit perceived.

Diversity management policies and practices have been mostly studied in national contexts with anti-discrimination laws or affirmative action programs and have been claimed to be a successor of equal employment opportunity (EEO) policies. In the absence of stringent laws to reduce or eliminate discrimination against women employees in Indian workplaces, this study contributes to the literature by determining whether the business case for gender diversity drives the adoption of gender diversity management in the Indian context.

The aim of this paper is to provide understanding on how the buyer can mobilize experience-based information scattered around the business network, by means of customer references, word-of-mouth and reputation, and how this facilitates the buying process.

The qualitative study scrutinizes eight cases comprising buyers of knowledge intensive services and technology innovations. The paper draws on the literature on buying and purchasing, customer references, word-of-mouth and reputational information.

The findings identify the different roles of references, word-of-mouth, collegial advice networks, and reputation, and suggest that experience-based information provides information on offerings, suppliers and the problem solving situation in complex buying per se.

The article's contribution is to provide a framework depicting the employment of experience-based information in complex buying, which ensues through focal and continuous buying processes. Insights from this research are broadly applicable to the contexts of knowledge intensive, innovation and solutions business. Further qualitative research should aim to form constructs and define their interrelations to be tested in subsequent quantitative research.

This study generates new understanding on how buyers gather and use experience-based information to solve complex problems in buying. It contributes by merging references, word-of-mouth, collegial social networks, and reputation as sources of experience-based information, identifying information embedded in those means, and exploring how the information and means are used throughout the complex buying situation.

The collective, interactive aspects of service experience are increasingly evident in contemporary research and practice, but no integrative analysis of this phenomenon has been conducted until now. The purpose of this paper is to conceptualize service experience co-creation and examines its implications for research and practice.

To map the multi-approach research area of service experience co-creation, the study draws on literature in the fields of service management, service-dominant logic and service logic, consumer culture theory, and service innovation and design, together with invited commentaries by prominent scholars.

A conceptualization is developed for “service experience co-creation,” and multiple dimensions of the concept are identified. It is postulated that service experience co-creation has wider marketing implications, in terms of understanding experiential value creation and foundational sociality in contemporary markets, as well as in the renewal of marketing methods and measures.

The authors call for cross-field research on service experience, extending current contextual and methodological reach. Researchers are urged to study the implications of increasing social interaction for service experience co-creation, and to assist managers in coping with and leveraging the phenomenon.

For practitioners, this analysis demonstrates the complexity of service experience co-creation and provides insights on the aspects they should monitor and facilitate.

As the first integrative analysis and conceptualization of service experience co-creation, this paper advances current understanding on the topic, argues for its wider relevance, and paves the way for its future development.

While past studies have shown that corporate social responsibility (CSR) influences brand equity, loyalty and brand attitudes, research about CSR effects on the responsible and active dimensions of brand personality remains limited. This study aims to address this gap and examine how brands with different personality strength benefit from CSR communication, providing novel insights about CSR’s branding payoffs to firms.

Three experiments were conducted. Study 1 tested if CSR communication influenced responsible and active brand personality dimensions compared to non-CSR communication. Study 2 examined how varying CSR spending allocations affect personality perceptions of weak and strong brands. Studies 1 and 2 measured responsible and active brand personalities before and after exposure to experimental manipulations, assessing immediate changes in brand personality. Study 3 replicated the results of Study 2 using fictitious brands whose initial brand personalities were manipulated as either weak or strong.

CSR communication has the potential to influence brands’ responsible and active personalities compared to non-CSR communication. However, changes in brand personalities were contingent on CSR manipulations (smaller vs larger CSR spending) and initial brand strength. Brands that lacked strongly responsible and strong active personalities experienced an improvement in these perceptions after exposure to any CSR spending message. However, brands with strong responsible or strong active personalities experienced brand erosion after exposure to smaller CSR spending message or no improvement when the CSR message was aligned with the responsible and active conduct (e.g. mentioned larger CSR spending).

This study is the first to examine how CSR affects brand personality. By combining signalling and attitude change/congruity principle theories, it provides novel theoretical contributions to explain when CSR can improve, erode or exert no effect on the responsible and active brand personalities, providing insights for effective brand management.

Children have been recognized as an important user group for information and communication technology (ICT) and methods for involving them in ICT design have already been devised. However, there is a lack of research on children’s genuine or authentic participation in ICT design as well as a lack of critical research scrutinizing how “children” and “their participation” actually end up constructed in ICT design. The paper aims to discuss these issues.

An intervention involving children in ICT design following the research strategy of nexus analysis was implemented. A qualitative data archive of this intervention is examined through a Foucauldian lens.

The study reveals that numerous discourses were relied on when talking about “children” and “their participation” in the case project: the discourses of participation, equality, domination, segregation, rebellion, and patronization were identified. Moreover, “children” were constructed as equal partners and influential, but also as ignorant, ignored, silent, and silencing each other. Some of the findings are in line with the existing ICT literature on the matter, others even with the literature on genuine participation of children. However, children and their participation were also constructed as “problematic” in many senses.

The study contributes to and opens up avenues for critical research on genuine participation of users, especially children.

Practical suggestions for researchers interested in participation of children in ICT design are provided.

While research literature offers an abundance of best practices and an idealized view on children and their participation, this study shows the multitude of challenges involved and discourses circulating around.

The purpose of this paper is to identify the different perceptions of the antecedents of trust in asymmetrical business‐to‐business relationships between food producers and retailers.

The empirical data consist of semi‐structured face‐to‐face interviews with 38 small food businesses and 54 retailers. The analysis combined both qualitative and quantitative methods.

The main differences identified in the antecedents of trust concerned the role of price, market potential, customer orientation, size, organisational/personal competence, marketing spirit, previous experiences, distribution of liabilities, communication, intimacy, reputation and references. In an asymmetrical business relationship, the characteristics of the less powerful partner are emphasised while the role of the more powerful partner in the development and maintenance of trust is minor.

If business partners are not aware of the particular antecedents of trust valued by the other party, this may create a sense of mistrust and hinder the development of the relationship at more profound levels. By revealing the essential differences in the perceptions of antecedents of trust, the paper enables both researchers interested in business relations and practitioners to better understand the challenges that businesses in dyadic relationships encounter, especially where the relationship is marked by asymmetry.

As there is a lack of dyadic approach to trust, studying both sides of the relationship dyad simultaneously makes visible the asymmetrical features inherent in the relationship between retailers and small food businesses. The paper contributes to the gap in the literature on trust by presenting new insights on asymmetrical buyer‐seller relationships.