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A substantial number of production assets in the offshore oil and gas industry are facing operation beyond their anticipated design life, thus necessitating a service life extension program in the future. Selection of the most suitable strategy among a wide range of potential options to extend the lifetime of equipment (e.g. re-using, reconditioning, remanufacturing, refurbishing and adding on safety/process control measures) remains a challenging task that involves several technical, economic and organizational complexities. In order to tackle this challenge, it is crucial to develop analytical tools and methods capable of evaluating and prioritizing end-of-life strategies with respect to their associated costs and quantifiable benefits. The paper aims to discuss these issues.

This paper presents a life-cycle cost-benefit analysis approach to identify the most suitable life extension strategy for ageing offshore assets by taking into account all the capital, installation, operational, maintenance and risk expenditures during the extended phase of operation. The potential of the proposed methodology is demonstrated through a case study involving a three-phase separator vessel which was constructed in the mid-1970s.

The results from the application case indicate that the capital expenditure (CapEx) accounts for the largest portion of life cycle cost for the replacement strategy, while risk expenditure (RiskEx) is the major contributor to costs associated with life extension. A sensitivity analysis is also conducted to identify factors having the greatest impact on the optimum life extension solution, including oil price, production rate and money interest rate.

In the past, the decisions about life extension or replacement of in-service equipment were often made in a qualitative way based on experience and judgment of engineers and inspectors. This study presents a “quantitative” framework to evaluate and compare the costs, benefits and risks associated with life extension strategies and subsequently to select the best strategy based on benefit/cost ratios.

To the best of authors’ knowledge, no studies before have applied life cycle assessment and cost-benefit analysis methods to prioritize the potential life extension strategies in the oil and gas industry sector. The proposed approach not only assists decision makers in selecting the most suitable life extension strategy but also helps duty holders reduce the costs corresponding to life extension execution.

This exploratory study seeks to bridge a gap in the literature by exploring the life cycle‐strategy relationship to discover the preferred strategy for high and low performing firms in four of the five stages of the organizational life cycle.

In total, 600 managers randomly chosen from chamber of commerce membership lists in the southern USA were mailed an extensive scale that included items to measure life cycle stage, generic strategy, industry attractiveness and stability, size, and satisfaction with performance. The instrument included 20 life‐cycle items, four items for each of the five stages.

Partial support was found for the expected relationship between strategy and performance as firms move through the organizational life cycle. New, high‐performing organizations that were satisfied with their performance preferred first mover strategies, while renewing organizations categorized as high performers also emphasized the first mover strategic approach. Mature high performers preferred a uniqueness strategy over one based on efficiency.

The fifth proposition, concerning declining firms, could not be adequately tested. Other limitations of this study include the limited sample size, the limited size variance of participating firms, and the cross‐industry nature of the sample. Combining the research stream of organizational life cycle with generic strategies and satisfaction with performance complicated the project.

Life cycle and performance research provides managers with a snapshot of high and low performing firms and an understanding of how their situation, decision‐making style, strategy and structure fit. High performers focus on proactive, first mover strategies.

The organizational life cycle is operationalized, demonstrating characteristics for high and low performing firms in each stage except decline.

Adapting a concept from the biological sciences, organizational researchers have proposed a life cycle of organizational development from birth to death. Several distinct models have been postulated, ranging from three to ten stages. This paper proposes a five‐stage model and tests it empirically to assess the specific stage of the life cycle of any organization. Results of a twenty‐item scale that captures managers' perceptions of their firms' position in the life cycle are discussed. Knowledge of an organization's present position or stage of development can aid top managers in understanding the relationships between organizational life cycle, competitive strategy, and performance.

This study aims to develop and test a new formative theory of coping intelligence (CI). It asserts that problem- and emotion-focused coping strategies contribute differently to the overall CI latent construct, which, in turn, relates to three outcome variables – job satisfaction, life satisfaction and sales commission.

The study collected data from multiple sources: survey data from 452 boundary-spanning salespeople and sales commission from a company’s personnel record. It then investigated the goodness of fit between the study’s theoretical SEM model and empirical data.

Problem-focused coping and emotion-focused coping strategies, respectively, define CI positively and negatively. This, in turn, is related to high levels of job satisfaction, life satisfaction and sales commission. After controlling for gender and sales commission, results remain significant. Commission is related to satisfaction. Gender (male) is negatively related to emotion-focused strategy, but positively related to commission. Males have higher sales commission than females, yet both genders have similar life and job satisfaction.

Problem-focused coping contributes to life satisfaction, job satisfaction and sales commission, but emotion-focused coping undermines them. Researchers and policymakers need to develop training programs, promote problem-focused coping strategies and help them improve life satisfaction, job satisfaction and sales commission, for females, in particular.

CI is more related to job satisfaction and life satisfaction than to commission. The study’s concurrent validity demonstrates that CI improves sales commission (objective data) and employee satisfaction. It pays to improve CI.

The construction industry (CI) is known for heavy workloads and long working hours. Consequently, quantity surveyors (QSs) find it difficult to integrate work with life. Thus, the purpose of this study was to identify the causes and consequences of poor life management (LM) in both female and male QSs working for contractors at construction sites and strategies that would improve the LM of the QSs.

The study adopted a mixed research approach by conducting semi-structured interviews and a questionnaire survey to identify the significant causes and consequences of poor LM in QSs and strategies that would improve the LM of the QSs. Manual content analysis and mean weighted rating (MWR) were used to analyze the collected data.

Heavy workloads are the most significant cause of poor LM in QSs. The study found that male QSs are highly addicted to substance use and that female QSs lose sleep because of poor LM. Teamwork is the most significant strategy that would enhance the LM of both female and male QSs working at sites.

The traditional work–life balance refers to the harmony between work and non-work lives of an individual. LM is associated with five spheres of life: work, family life, health, social life and spiritual life. Given that, to the best of the authors’ knowledge, no previous studies have focused on LM, this study becomes significant because it identifies the causes and consequences of poor LM of QSs working in the CI and the strategies that would enhance the LM of the QSs.

Certified and non-certified organisations must make strategic decisions regarding ISO 9001 adoption, maintenance, renewal and abandonment. However, the ISO 9001 literature lacks a typology of the strategic options available to these organisations. The purpose of this conceptual study is to develop a framework of the alternative strategies for the stages of the ISO 9001 life cycle (implementation/certification, certification maintenance and recertification/decertification stages).

The research method is based on literature review, selection of relevant variables and synthesis of coherent alternative strategies.

Results include the main variables of relevance for the definition of the ISO 9001 strategies (e.g. life cycle stage, organisational motivations, barriers, benefits, internalisation degree and quality of the certification body), the main situations in which organisations can find themselves (in terms of ISO 9001 certification, maintenance and decertification), the strategic options for each situation (e.g.: certify, maintain certification, try harder, change certification body, intensify learning and experimentation with ISO 9001) and the implications and consequences of such options. Research results are integrated into a strategy framework, composed of three strategy matrices, one for each stage of the life cycle. The matrices present the strategic situations, available strategic alternatives and benefits of the strategies.

This study combines the results of previous research to develop an original strategy framework, which constitutes the main research contribution. As far as the author is aware, there is no such strategy framework in the literature. The framework has relevant implications for theory and practice and helps to identify future research directions.

Development of Research ProblemThe needs, wants, and desires of industrial customers are fulfilled in a market environment epitomised by exchanges between buyers and sellers. Both of these parties execute strategic moves which are intended to perpetuate their existence as well as optimise the use of available resources. While the over‐riding ambition of the investigator was to identify a model‐form which might serve as a reference for substantiating certain strategic moves by corporate purchasing executives, the more immediate desire was to test empirically the validity of applying such a theory to purchasing. The conceptual model‐form was hypothesised by Berenson. He posited it would answer some of the questions raised by purchasing executives concerning guidelines for establishing purchasing strategy as well as for setting priorities among strategies. The concept was the product life cycle (PLC) theory.

The purpose of this paper is to explore the role that mobile technologies play in mobile workers’ efforts to manage the boundaries between work and non-work domains. Previous theories of work-life boundary management frame boundary management strategies as a range between the segmentation and integration of work-life domains, but fail to provide a satisfactory account of technology’s role.

The authors apply the concept of affordances, defined as the relationship between users’ abilities and features of mobile technology, in two field studies of a total of 25 mobile workers who used a variety of mobile devices and services.

The results demonstrate that the material features of mobile technologies offer five specific affordances that mobile workers use in managing work-life boundaries: mobility, connectedness, interoperability, identifiability and personalization. These affordances persist in their influence across time, despite their connection to different technology features.

The author found that mobile workers’ boundary management strategies do not fit comfortably along a linear segmentation-integration continuum. Rather, mobile workers establish a variety of personalized boundary management practices to match their particular situations. The authors speculate that mobile technology has core material properties that endure over time. The authors surmise that these material properties provide opportunities for users to interact with them in a manner to make the five affordances possible. Therefore, in the future, actors interacting with mobile devices to manage their work-life boundaries may experience affordances similar to those the authors observed because of the presence of the core material properties.

The paper aims to offer a preliminary insight into the issue of whether service providers eliminate their offerings in various stages of their life cycle, and if so, whether elimination decision‐making differs depending on the service's life cycle stage.

Data were secured by means of a structured questionnaire which was completed through personal interviews. Respondents answered all questions having a recently eliminated service in mind. The initial calls and follow‐up efforts generated 164 usable responses (49.8 per cent response rate).

A service may be eliminated from a service provider's portfolio in any stage of its life cycle. Further, in terms of precipitating circumstances, evaluation factors and elimination strategies, the service elimination process differs depending on the stage of the service life cycle that the elimination decision is taken.

The most important implication is service providers eliminate services not only as a response to a crisis possibly caused by drops of sales volume, but also for other reasons. In this respect, service portfolio rationalization and particularly service elimination may result as a consequence of strategic management decisions taken for positive (e.g. development of a new service) or negative (e.g. competitive actions) reasons. Within this framework, the service life cycle (SLC) model, as a strategic tool for analysis and decision‐making, may well serve to guide the rationalization process.

The research questions of the study have been examined for tangible products, but this is the first relevant study that is conducted in a service context.

The global pandemic has introduced a new normal as work–life integration (WLI) and work from home (WFH) have become a necessity rather than a nicety. This chapter explores the stories of women globally on WLI issues and offers a strategic framework for WFH that traces theoretical progressions while proposing a new perspective. This chapter is grounded in qualitative and phenomenological research, conducted by the Work–Life Integration Project, comprising findings from over 600 interviews collected from women around the world, including Costa Rica, India, Iran, Nigeria, Norway, Sri Lanka, Uganda, and the United States. These global narratives detail life experiences from childhood and adulthood to future goals using a life course methodology. A new best-practice framework emerged from these findings which provides tools for WLI and WFH: being whole, being innovative, and being real. These mechanisms stem from the evolution of work–life balance theory and practice, starting with Systems Theory, Life Course Framework, Life Stories and Gender Role, and Strategies for Life Balance. This chapter explores a new Life Integration Framework and how it may provide individuals worldwide with the knowledge and strategies necessary towards developing a more personalised ‘ideal’ and therefore increased hope and prosperity for the post-COVID world.