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The purpose of this paper is to extend the role of the theory of constraints (TOC) to complement, reinforce, and help integrate conventional operations management (OM) concepts by using an Excel‐based version of the dice game discussed in The Goal by Goldratt.

The paper discusses the motivation for and the development and evaluation of an Excel‐based dice game model of a production system for novice managers to experiment with. A set of experiments related to OM concepts (e.g. inventory, capacity, and variability) is designed and counterintuitive results are discussed. The paper concludes by demonstrating how TOC provides an integrative OM framework.

The novel The Goal by Goldratt serves as a comprehensive case study in OM. The computerized dice game provides a mechanism for understanding relationships among various OM concepts. The proposed set of experiments strengthens the linkages between OM and TOC concepts. Managers can conduct additional experiments and predict/interpret the results without spending time in the logistics of setting up the manual dice game repeatedly.

The proposed dice game simulates a fairly simple serial production system so the generalization of results obtained might not be intuitively convincing for more complex production systems. More advanced OM concepts such as push (MRP) and pull (JIT) systems can easily be investigated using the underling logic of the dice game proposed here.

The model provides an innovative way to integrate TOC concepts with mainstream OM concepts and thereby, renews interest in OM.

Several versions of dice games, both manual and spreadsheet based, have appeared in the literature, however, none attempt to address as wide a variety of operations issues as the game proposed here.

The purpose of this paper is to suggest that the theory of constraints (TOC) can serve as a general theory in operations management. The paper first investigate linkages between TOC and the core concepts/components of operations management (OM) and show how OM concepts can be integrated with TOC using examples from the published TOC literature. A second important purpose is to show that TOC, as a theory, has properties essential for a good theory.

Using a commonly accepted categorization of operations decisions (process, quality, inventory and capacity), traditional views, and approaches to operations decisions to those inherent in the TOC are compared.

The paper concludes that the TOC provides approaches to operations decisions that avoid pitfalls of local optimization by reaching across functional boundaries in organizations. In addition, while the TOC appears to meet the criteria of a good theory, it has not been empirically tested for the most part.

The TOC can serve as a unifying theory or theme for operations management, providing new insights for researchers and an organizing principle for teachers.

This article has two purposes. The first is to synthesize the important current concepts, definitions, and styles of resolving and/or managing workplace conflicts. The second is to introduce a systematic approach to resolving workplace conflicts.

Historical approaches to conflict management are briefly reviewed and Goldratt's evaporating cloud is introduced as a structured approach to achieving win‐win solutions to workplace conflicts. A comprehensive case is used to demonstrate the application of the suggested approach.

Goldratt's evaporating cloud provides a systematic approach to identifying the conflicting needs or interests of the parties to a conflict, and a process for making explicit the assumptions underlying the conflict and challenging their validity, leading to win‐win solutions to workplace conflicts. The evaporating cloud incorporates well‐accepted principles of achieving win‐win solutions and complements existing approaches.

Although there is a growing community of users of the evaporating cloud, it is still a relatively new approach. Although anecdotal examples of applications of the cloud have been published in trade journals, web sites and conference proceedings, additional empirical research should be done to evaluate the usefulness of the cloud in resolving workplace conflicts once a critical mass of users exists.

The evaporating cloud is a practical and intuitive tool that can be used by employees at all levels of an organization to understand and resolve conflicts.

The paper identifies the shortcomings of existing conflict management approaches and shows how the evaporating cloud complements existing approaches. In addition, the applicability of the cloud to a wide range of workplace conflicts, from intra‐personal to inter‐organizational, is demonstrated.

A number of attempts have been made to develop theories in operations management (OM) (e.g. trade‐off theory by Skinner, customer‐contact model by Chase and Tansik, product‐process matrix by Hayes and Wheelwright). Researchers in OM acknowledge that there is no widely‐accepted theory on which OM rests or which serves as a unified OM theory to integrate existing theory‐like principles or informal theories. Constraints management (CM) has been developed over the past 20 years by consultants and practitioners but has received little attention from OM researchers. The authors believe that constraints management may serve as a broad theory within operations that will allow integration of a great deal of existing OM research. The main objectives of this paper are to propose a construct, throughput orientation, discuss its core dimensions, and develop a theoretical model of CM. The paper also suggests several hypotheses that might be empirically tested to establish CM as a recognized theory in the field of operations management. The paper concludes with suggestions for future research.

The purpose of this paper is to explore the effects of low doses of caffeine (<3 mg/kg) on jumping performance using a meta-analysis.

The search for eligible studies was performed through six databases, with additional backward and forward citation tracking. A random-effects meta-analysis was performed to compare the effects of caffeine vs placebo on jump height. The methodological quality of the included studies was appraised using the physiotherapy evidence database checklist.

Eight studies were included in the review. They were classified as good or excellent methodological quality. The pooled number of participants across all studies was 203. Four studies provided caffeine in relative doses, ranging from 1 to 2 mg/kg. Four studies provided caffeine supplementation in absolute doses of 80, 150 or 200 mg. The meta-analysis found that caffeine ingestion increased vertical jump height (Cohen’s d: 0.21; 95% confidence interval: 0.10, 0.31; p < 0.001; +3.5%).

The present meta-analysis found that caffeine doses of ∼1 to 2 mg/kg enhance jumping height. The effects observed herein are similar to those with higher caffeine doses, which is relevant as low caffeine doses produce minimal side effects. For most individuals, a caffeine dose of ∼1 to 2 mg/kg is equivalent to an amount of caffeine in an energy drink, one to two cups of coffee, one to two pieces of caffeinated chewing gum or several cups of green tea.

This study presents an analysis of the evolution of advertising's portrayal of women in motorsport. The construct of source credibility is examined and used as a framework to better understand the limitations and opportunities of female athlete endorsers in general and female racing car drivers in particular. The advertising images of pioneer drivers Janet Guthrie, Lyn St. James and Sarah Fisher are discussed and compared to that of Danica Patrick, a media star in the Indy Racing League (IRL). Patrick has been successful in capitalising on her expertise and attractiveness to enhance her image and endorse products. Attitudes towards using sex appeal to sell products are presented and discussed.

Reviews and describes the results of some psychological tests which have been used with entrepreneurs. The tests have been mainly employed either to explore the nature of the entrepreneur or to assess so‐called significant entrepreneurial characteristics. Key problems in the psychological testing of entrepreneurs relate to varying definitions of the entrepreneur, numerous entrepreneurial characteristics, uncertainty about the significance of entrepreneurial characteristics, and lack of rigour in test development. The results of well validated tests highlight many personality characteristics which could be correlated with characteristics of small firms and business owner‐managers. However, there have been specific measures of entrepreneurial characteristics developed in a search for a sensitive discriminating measure. Unfortunately, many of these tests have been poorly validated and this fails to supply useful information about the nature of entrepreneurs. Gives examples to illustrate some problems in psychological testing and discusses the importance of new approaches.

Scholarly identity refers to endeavors by scholars to promote their reputation, work and networks using online platforms such as ResearchGate, Academia.edu and Twitter. This exploratory research investigates benefits and drawbacks of scholarly identity efforts and avenues for potential library support.

Data from 30 semi-structured phone interviews with faculty, doctoral students and academic librarians were qualitatively analyzed using the constant comparisons method (Charmaz, 2014) and Goffman’s (1959, 1967) theoretical concept of impression management.

Results reveal that use of online platforms enables academics to connect with others and disseminate their research. scholarly identity platforms have benefits, opportunities and offer possibilities for developing academic library support. They are also fraught with drawbacks/concerns, especially related to confusion, for-profit models and reputational risk.

This exploratory study involves analysis of a small number of interviews (30) with self-selected social scientists from one discipline (communication) and librarians. It lacks gender, race/ethnicity and geographical diversity and focuses exclusively on individuals who use social networking sites for their scholarly identity practices.

Results highlight benefits and risks of scholarly identity work and the potential for adopting practices that consider ethical dilemmas inherent in maintaining an online social media presence. They suggest continuing to develop library support that provides strategic guidance and information on legal responsibilities regarding copyright.

This research aims to understand the benefits and drawbacks of Scholarly Identity platforms and explore what support academic libraries might offer. It is among the first to investigate these topics comparing perspectives of faculty, doctoral students and librarians.

Through its use of a nationwide survey that assessed the most significant personal and organizational values among the general public, the purpose of this paper is to identify how individuals’ personal values serve an important role in guiding the value expectations they have for organizations.

A research firm was hired to disseminate a survey to a stratified sample of 735 of adults in the US measures used in the study were a socially desirable human values subscale and a socially desirable organizational values subscale.

The results from several regression analyses confirmed that stakeholders’ personal values predict the values they expect from organizations with which they choose to conduct business.

Organizations must recognize that values play a significant role in the legitimation process as both are represented by actions and social desirability. In the realm of corporate communication, organizations continually encounter situations in which they must establish, maintain and defend their legitimacy using strategic communication efforts. These difficult feats can only be accomplished by viewing legitimacy as a measureable construct that is ultimately shaped by acting and communicating in ways that meet the value-driven expectations of stakeholders.

This paper fills a gap in the literature that identifies whether stakeholders personal values drive or influence the values they expect to be displayed by legitimate organizations.