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Contract manufacturing as a concept will be utilised increasingly during the 1990s and beyond. The use of this facility can make life a great deal easier for manufacturing engineering management, specially in recessionary periods. Savings in time, aggravation and, above all, costs, are vital. Anyone considering the setting‐up of a new business venture would be well recommended to consider the implementation of contract manufacturing – especially those businesses in the mechanical, electronic and electrical manufacturing industries.

Why does a library need reference sources concerning the various breeds of dogs? What kinds of questions are likely to be encountered which could be answered by books of this type? Some of the questions I have been asked include: “What kind of a dog is a Puli?” “Do you have a picture of an Irish Setter I can copy?” “What breed of dog is good with children and can live in an apartment?” “Do Tibetan Terriers really come from Tibet?” “I saw this dog but I don't know what it is. Can you help me identify it?”

Three workable strategies are proposed for companies where production is dependent on skilled labour: lowering standards for new recruits; retraining; retraining a core workforce and making strategic use of contract manufacturers. The benefits of the third strategy are discussed.

Recent reports suggest that employees have concerns about their company’s leadership and ethical environment. Despite more stringent regulations, top executives are continuing to pursue aggressive financial reporting practices by managing earnings. In this study, the authors find that individuals have more significant concerns about the workplace environment when the chief financial officer (CFO) manages earnings that result in personal gain relative to when the CFO manages earnings that benefit other stakeholders (i.e., employees and investors). Further, the authors show that this negative effect of earnings management for personal gain on workplace environment quality becomes more prominent when the control environment is weak and when the CFO possesses accounting expertise. The authors add to the body of academic knowledge on financial reporting, ethical leadership, and the workplace environment. Business practitioners can use our study to inform their decisions, particularly those about financial reporting and managing the workplace environment.

It has been more than 20 years since the “Reinventing Government” movement swept through the American public sector. Over time, the tenets of public entrepreneurship and new public management have diverged due to liability and risk aversion. One of the core elements of entrepreneurship is risk taking, and with it the likelihood of failure. The purpose of this paper is to reconcile these issues under a simple framework of “entrepreneurial governance” that works across the elements of knowledge, innovation, opportunity, and implementation.

This is primarily a set of problems (liability, risk aversion, critiques) that negatively impacts the application of public entrepreneurship. To build a framework, the author made a substantive review of the literature to “get back to basics” and clarify the problems, as well as draw fundamental concepts about entrepreneurship.

The framework was developed by applying the more current notion of “governance” with the basic elements of entrepreneurship, acknowledging that in implementation we have to account for the critiques by reinforcing responsible risk reduction and ethical decision making.

The intent was to create a framework based on fundamental aspects of entrepreneurship. The limitations/implications are that additional research will have to develop more concrete testing methods and then test the framework.

The intent here was to create a “practitioner friendly” prescriptive framework that could be almost immediately applied.

A culture shift away from risk aversion (and corrupt practices) has to allow risk taking and with it responsible risk reduction (and failure or success).

The reliance on existing literature reduces some of the originality, except to re-conceptualize public entrepreneurship in a way that accounts for its shortcomings. The value in shifting culture and responsibly reducing risk is difficult to estimate.

This chapter describes how researchers and developers may improve the design of technical innovations for crisis communicators by testing how user-friendly the innovation is for its intended end users. In the RESCUE project, a tool for social media information gathering was developed. During this process, tool usability was thoroughly tested. Good usability allows the user to complete tasks and achieve goals with effectiveness, efficiency and satisfaction. The purpose of the usability testing was to strive for a tool that is easy to use during demanding circumstances and contributes to a high level of situation awareness (SA) among users. SA is about being aware of what is happening around you – during, for example, emergency assignments – and what this means for your on-going work tasks. The main focus of this chapter is to describe how usability testing was applied throughout the tool development process, from the pre-production planning phase to the final phase. As a part of this, the tool features are described.

The sociology of professions literature has theorized that the professions are undergoing a dramatic transformation from being traditional professions to “entrepreneurial professions” populated by “knowledge workers.” In part, this transformation is associated with the commodification and commercialization of professional endeavor.

Our purpose is to enlist the processual ordering perspective to examine the ongoing transformation of the Big 5 (and following the collapse of Arthur Andersen during our field study)/4 public accounting firms to become entrepreneurial firms populated by global knowledge experts. More specifically, we focus on the inter-play of power and meta-power across three moments of the social construction process – externalization, objectivation, and internalization – through which the ethos of entrepreneurialism is being socially constructed within these firms, their individual members, and in the public accounting profession. Finally, we explore impressions gleaned from our qualitative, naturalistic field study.

The purpose of this paper is to visualize the prioritization among essential factors of cellular manufacturing system (CMS) implementation using the analytic hierarchy process (AHP) and analytic network process (ANP) methods.

Based on literature review, 4 enabler dimensions and 17 CM factors were identified which were validated by experts from academia and industry. Then, AHP and ANP models are proposed in evaluating CMS implementation dimensions and factors. The results are validated using sensitivity analysis.

These models give firms a straightforward and simple to utilize way to deal with CMS efficiently. The two strategies were appeared to be powerful in choosing a strategy for CMS implementation. The two strategies brought about nearly similar outcomes. Both methods consider the particular necessities of the organization through its own accessible ability.

The techniques exhibited in this paper can be utilized by a wide range of organizations for adopting CMS that have a higher impact on performance and thus overall productivity. The two techniques are explained in a step-by-step approach for easier adoption by practitioners.

The strength of the present study is that it is one of the first few to be conducted in perspective for CM implementation factors analysis.

Although the topic of inclusion has become a hot and unavoidable issue for organizations, research on how this topic is being addressed in companies is still almost nonexistent. How do HR managers promote workplace inclusion? The objective of this study is to answer this research question.

The results are based on evidence that emerged during in-depth interviews conducted with 16 human resources professionals from the world of large-scale retail trade, as well as from the analysis of documents and reports produced by the companies in which the interviewed professionals work.

The findings reveal that the promotion of corporate inclusion is not only aimed at satisfying the need for belongingness and uniqueness. It is also aimed at satisfying two other types of human needs, namely, the human need to share and the human need to be impactful. In addition, the results reveal that HR professionals promote workplace inclusion through six initiatives that can be traced to two main ways in which inclusion is conceived.

Even though there is an extensive number of studies aimed at defining and measuring the construct of workplace inclusion, progress has not been made in understanding how HR professionals promote inclusion. This study covers this literature gap by bringing to light the existence of two main meanings associated by HR professionals to workplace inclusion: extensive inclusiveness and narrow inclusiveness.