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The dynamics of platforms, particularly the eventual need for renewal, are too often neglected. This chapter adopts a four-stage model – Birth, Expansion, Leadership, and Self-Renewal – to analyze the requirements at each stage of the platform lifecycle in terms of its dependence on the high-level dynamic capability categories of sensing, seizing, and transforming. The requirements evolve from a heavy emphasis on generative sensing and planning-stage seizing in the birth phase, through greater emphasis on “seizing” activities and minor transformations as the platform, ideally, grows and stabilizes. When platform renewal is called for, the emphasis returns to sensing future possibilities and generating new ideas for a platform and business model, developing them alongside the existing business, and eventually undertaking a major transformation to restart the platform lifecycle. An awareness of these lifecycle changes can help managers adopt a longer-term perspective on the competitive requirements of their platform-based business.

Collective global leadership requires team members to attempt to influence as well as accept influence from each other across multiple cultural, linguistic, and national boundaries, which is affected by the extent to which team members perceive the team as being safe for interpersonal risk-taking or the level of psychological safety in the team. The higher levels of collective leadership can, in turn, enhance the perceived psychological safety, and thereby create more positive outcomes for the team. This reciprocal relationship may be influenced by changes in team dynamics across the different stages of a team lifecycle. Using an inductive longitudinal study of 76 teams for nine months, we uncover the time-variant mutually reinforcing relationship between collective global leadership and team psychological safety. Our results show that the strength of this reciprocal relationship varies such that it is absent in the initial stage, becomes prominent in the middle stage, and then remains present, yet somewhat weakened, in the final stage of the team lifecycle. Our results also show that the initial collective leadership patterns in the team positively affect final leadership patterns, and this relationship is mediated by the team’s psychological safety in the middle stage of the team lifecycle. We discuss implications of this study on the theory and practice of global leadership and multinational teams.

This chapter proposes a model for discovering suspicious financial operations such as money laundering. To achieve this, the authors reviewed research papers on money laundering and financial institutions’ cases and problems, especially those related to financial transfers. They also collected primary data through face-to-face semi-structured interviews with financial companies’ owners and experts in financial transfers to identify hypotheses that help discover suspicious transfers. The chapter discusses the six big data analysis cycle phases from problem discovery to model deployment to identify suspicious transfers. The chapter uses hypothetical data and models to discuss the results and focuses on exchange companies willing to analyze financial operations. The chapter proposes tools that exchange companies can use to monitor and prevent suspicious transfers including data visualization and machine learning algorithms.

Emerging technologies embody innovation; acquisition of flexible skills (technology-agnostic) makes new graduates more employable. Social media is one such technology. Although emerged as a leisure communication medium, it has reached business and entrepreneurial spaces. Yet, few business schools maintain an innovation-led approach to teaching their graduates (particularly destined for leadership roles such as MBAs) social networking skills. In addition to career management opportunities reflected through social capital formation, social network has the potential to serve as knowledge accumulation platform and enable lifelong learning. This chapter proposes such framework and opens further questions for researchers for investigation.

Fluorocarbon (FC) gas, which contributes to the ozone depletion and global warming, is commonly used especially in the refrigeration and air conditioning (RAC) equipment. In Malaysia, lifecycle management of FC gas is still lacking at all stages, especially at the downstream level (maintenance, service, recycle, recovery, and destruction). Thus, the aim of this study is to assess the level of awareness of local stakeholders and consumers regarding FC gas management. Furthermore, the level of awareness among the consumers has been identified based on their educational background. Two sets of questionnaires were developed based on the dichotomous question types (yes/no) and were distributed to local stakeholders and consumers by using convenience sampling in two different programmes. The data were statistically analysed using IBM SPSS software. Findings demonstrate that, in contrast to consumers, local stakeholders have high level of awareness in every section. Remarkably, all non-engineering respondents have a low level of awareness about FC gas management. As a result, capacity building for consumers and service maintenance personnel who are heavily involved in middle steam and downstream lifecycle FC gas management is needed.

On the path to accomplishing task work, teams may face disruptive events like budget issues, equipment failures, and membership change that trigger adaptation. While recently researchers have clarified the team adaptation nomological network, our objective is to extend theory by providing a roadmap about various ways in which temporal considerations may complicate the impact of adaptation triggers on team adaptation and in turn adaptive outcomes.

We present three adaptation temporal considerations (i.e., timing, duration, and frequency) that may change the way team adaptation unfolds in response to a given adaptation trigger. We further explore and offer propositions about how the impact of adaptation timing, adaptation duration, and adaptation frequency differ by the type of adaptation trigger (i.e., task-based or team-based) experienced by the team.

By examining adaptation to task-based or team-based triggers from a temporal perspective researchers may better explain why the timing of when the team adapts across its lifecycle (adaptation timing), how long the team takes to adapt (adaptation duration), and the recurrent need to adapt (adaptation frequency) is more or less likely to lead to positive adaptive performance outcomes.

Organizations may benefit from setting up teams for success by helping members understand that there are inherent differences in the adaptation triggers they face including temporal expectations. Organizations may see value in providing initial and on-going support to teams so they are better able to adapt when needed and mitigate negative effects due to adaptation timing, adaptation duration, and adaption frequency.

Electric cars represent the most energy efficient technical option available for passenger cars, compared to conventional combustion engine cars and vehicles based on fuel cells. However, this requires an efficient charging infrastructure and low carbon electricity production as well. Combustion engine cars which were converted to electric cars decreased lifecycle CO₂-equivalent emissions per passenger-km travelled down to one third of before, when powered by green electricity. However, through an analysis of 78 scientific reports published since 2010 for life cycle impacts from 18 aggregated impact categories, this chapter finds that the results are mixed. Taken together, however, the reduced environmental impacts of electric cars appear advantageous over combustion engine cars, with further room for improvement as impacts generated during the production phase are addressed. When it comes to battery components, Cobalt (Co) stands out as critical. Assessing the impact of electric cars on the local air quality, they are not ‘zero emission vehicles’. They emit fine dust due to tyre and brake abrasion and to dust resuspension from the street. These remaining emissions could be easily removed by adding an active filtration system to the undercarriage of electric vehicles. If electric cars are operated with electricity from fossil power plants nearby, the emissions of these plants need to be modelled with respect to possibly worsening the local air quality.

Team composition research considers how configurations (e.g., team-level diversity) of team members’ attributes (e.g., personality, values, demographics) influence important outcomes. Our chapter describes key issues in understanding and effectively managing team composition over time.

We discuss how context shapes team composition. We review empirical research that examined relationships between team composition, and team processes and emergent properties over multiple time points. We review research that examined how composition can be effectively managed over the lifecycle of a team.

Context shapes the nature of team composition itself (e.g., dynamic composition). To the extent that membership change, fluid boundaries, and multiple team membership are present should be accounted for in research and practice. The research we reviewed indicated no, or fleeting effects for surface-level (e.g., demographics) composition on the development of team processes and emergent properties over time, although there were exceptions. Conversely, deep-level composition affected team processes and emergent properties early in a team’s lifespan as well as later. Team composition information can be used in staffing; it can also inform how to best leverage training, leadership, rewards, tasks, and technology to promote team effectiveness.

Teams are the building blocks of contemporary organizations. Understanding and effectively managing team composition over time can increase the likelihood of team.

Our chapter provides novel insights into key issues in understanding and effectively managing team composition over time.

Limited access to capital is a classic issue in and a burden to micro, small and medium enterprises (MSMEs) in Indonesia. The existence of the problem with information asymmetry and agency conflicts that are predominant at the level of small businesses, increasingly hampers the opportunity to obtain funds from various external sources. Especially for businesses that are at the pioneering stage, entrepreneurs are required to think creatively, have the courage to take risks, and be independent in fulfilling resources to realize business opportunities. The availability of funds certainly has an impact on business performance, either directly or indirectly. Based on a literature review, business performance is categorized into financial and non-financial dimensions with various measurement proxies. However, some of the models and measurements proposed are not always suitable in assessing the performance of MSMEs, especially in the startup phase. Therefore, this chapter concurrently describes the funding patterns and the funding alternatives to measure the performance of new businesses based on the existing literature. Theoretically, this research adds a perspective in the field of entrepreneurial finance regarding funding patterns that can be implemented by startup businesses in Indonesia and provides a proposal for measuring the concept of performance that is more adaptive and comprehensive for businesses in the startup stage. The implication of this research for entrepreneurs leads to the need to adjust funding decisions according to the changing stages of the business lifecycle and to expand the funding window to support the sustainability of small businesses.