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This paper aims to present an experimental investigation on the performances of alkali-activated slag (AAS) concrete and Portland slag cement (PSC) concrete under the influence of elevated temperature. In the present study, the alkali-activated binder contains 85% of ground granulated blast furnace slag (GGBFS) and 15% of powder blended as chemical activators.

For the purpose, standard size of cube, cylinder and prism have been cast for a designed mix of concrete. The AAS concrete specimens were kept for water as well as air curing. After attaining the maturity of 28 days, the samples were first exposed to different elevated temperatures, i.e. 100°C, 200°C, 300°C, 400°C, 500°C, 600°C, 700°C and 800°C. Later on, the tests were conducted on these samples to find the change in weight and the residual strength of the concrete.

After 500°C exposure, a considerable amount of the strength loss has been observed for AAS concrete. It has been evaluated that the performance of AAS concrete is better than that of the PSC concrete at elevated temperature.

The present research work is being applied on the material for which the experimental result has been obtained.

The author has tried to develop a new type of binder by using steel industry waste material and then tested at elevated temperature to sustain at high temperatures.

This research may give a social impact for developing mass housing project with a lower cost than that of using a conventional binder, i.e. cement.

A new type of binder material is being developed.

This paper attempted to study the alkali-activated (AA) binder consisting of 94% of ground granulated blast furnace slag (GGBFS) and 6% of blended powder of alkali metal hydroxide and metal sulfate, which acted as an activator.

Several concrete specimens (cubes, cylinders and prisms), which were casted using AA binders, were further tested for mechanical properties after exposure to elevated temperatures of 200 °C, 400 °C, 600 °C and 800 °C. Additionally, to understand the structural behavior in uniaxial compressive load, reinforced concrete short columns were cast, cured and tested at ambient temperature as well as after exposure to 300 °C, 600 °C and 900 °C, to know the residual strength after exposure to elevated temperature.

The findings for the residual strength of alkali-activated slag binder concrete (AASBC) indicated a substantial agreement with the results obtained for the residual strength of Portland slag cement (PSC) concrete, thereby showing the effectiveness of binder when used as a replacement of cement.

The study clearly indicates that the binder developed is an effective approach for the 100% replacement of cement in the concrete.

Punching can trigger catastrophic failures in flat slabs because of its sudden nature resulting from exceeding the shear capacity of slabs. Effect of using recycled aggregate, as an environmental-friendly alternative to traditional RC structures, on punching behavior of these slabs was not sufficiently investigated in the literature. Hence, this paper aims to experimentally study the effect of using recycled coarse aggregate (RCA) on the punching shear capacity (PSC) of RC flat slabs. The RCA is produced by crushing of waste of concrete standard cubes obtained from compression tests.

A total of 12 slab-column connection specimens with different slab thicknesses (140, 160 and 200 mm) and different RCA percentages (0%, 30% and 70%) were prepared and tested under a central point load, to test its effect on the behavior of flat slabs. The punching failure loads of the tested specimens were compared with those obtained according to the provisions of different international building codes.

Compared with natural aggregate concrete, mixes with 30% and 70% RCA experienced reductions in the compressive that did not exceed 4% and 21%, while reductions of 4% and 13% were observed for the tensile strength, respectively. The increase in the amount of RCA reduced the PSC by 0%–7%, 0%–4% and 4%–10% for slabs with a thickness of 140, 160 and 200 mm, respectively. For slabs with punching shear reinforcement (PSR), ACI 318 provided the closest estimation for the PSC by 9%, whereas EURO 2 overestimated the PSC by 25% and ECP 203 underestimated the PSC by 41%.

The provided conclusions are obtained from the conducted experimental work where a constant W/C ratio, aggregate type and a maximum aggregate size of 19 mm for the RCA were adopted.

Enhancement in the behavior of flat slabs with various thicknesses and amounts of RCA because of introducing PSR is experimentally evaluated. The failure loads of the tested slabs with recycled and normal coarse aggregates were compared against different code provisions.

Human Resource Management and Public Sector Management.

The target audiences for the case study are BSc, MSc and MBA students and management trainees and executives who are interested in learning the human resource (HR) practices, policies and strategies adopted by the world’s largest commercial employer to ensure complete satisfaction and contentment of their employees and their employee’s family which, in turn, motivates them to contribute more efficiently and effectively for the organisation. Even senior management teams could be targeted in executive education programmes as this case discusses time-tested HR practices, policies and strategies which have been sparsely discussed so far and hence can be expected to provide insights to senior corporate managers.

India has and is undergoing sweeping economic changes lately. There are several organisations that have supported this positive change. Of these, one such organisation, which shouldered the infrastructural burden of the transportation sector in India’s growth story, was the 160-year-old Indian Railways (IR), the world’s largest commercial employer. IR’s profit over the past few years was a far cry from its loss-making days, which tempted the government of India to consider privatisation in 2001. The transformational turnaround would not have been possible but for IR’s employees. After celebrating IR’s 160th anniversary in 2013, the case organisation wished to revisit its HR practices to understand its recent economic transformations and to strategise how they can improve and sustain maximum efficiency in future. The objective of this case study is to understand the “people side” of IR by explaining its current HR practices and to investigate and identify changes over the years so that changes then can be implemented in the context of HR practices for the future. Hence, the case attempts to explain the role of HR management in IR’s turnaround strategies. Resistance exhibited by IR staff towards its recent initiative of enterprise resource planning (ERP) implementation across India due to fear of job losses and insecurity is also discussed in the case. Teaching note for this case study explains existing people management frameworks published in the research literature to class participants by applying it to the case company. In addition, the teaching note also discusses how chief personnel officers (CPOs) of IR can pursue the change initiatives among the employees with least resistance. Changes/initiatives that can be imbibed by the CPOs in the existing HR practices to overcome the resistance exerted by the employees and to improve the existing system are also discussed.

This case study’s primary objective is to provide a comprehensive understanding of the HR practices being followed in IR, the world’s largest commercial employer. The case also attempts to assess the ERP system initiative by IR and analyse how it can be imbibed into the existing IR’s HR system. In short, the case study attempts to answer the following assignment questions which form the learning objectives of this case study: What are the HR practices that are being followed in the world’s largest commercial employer? How are the HR practices followed helpful in the retention of employees? How can IR pursue the change initiatives, especially ERP implementation, among the employees without any resistance? What are the changes/initiatives that can be imbibed in the HR practices to improve the existing system?

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 6: Human Resource Management.

The purpose of this paper is to uncover the effect of psychosocial safety climate (PSC – a climate for psychological health) on managerial quality and the mediating processes explaining that association. It is posited that the alignment between what is said (espoused PSC) and what is done (enacted PSC via managerial quality) is important for successful organizational interventions. Managers’ own psychosocial work factors act as resources to facilitate the enactment of managerial quality.

Two waves of survey were administered over a three-month period (n at Time 1=144, n at Time 2=166, overall n=115) in a study of four organizations involved in implementing the Quebec Healthy Enterprise Standard (QHES). A cross-lagged panel analysis was used to determine the temporal direction of the PSC–managerial quality relationship. A longitudinal mediation model of PSC as a determinant of managerial quality was tested using job demands, job control, social support and quality of relationships with subordinates as mediators.

The cross-lagged panel analysis showed that PSC is temporally prior to managerial quality in that the relationship between PSC at T1 and managerial quality at T2 was stronger than the relationship between managerial quality at T1 and PSC at T2. A two-wave mediation analysis showed that PSC was positively associated with managerial quality, and that job control partially mediated this relationship. Contrary to expectations, managers’ workload, their social support and the quality of their relationships with subordinates did not mediate the PSC–managerial quality relationship.

Despite the small sample size and short timeframe of this study, it contributes to knowledge on the resources facilitating managerial quality, which is important for employees’ psychological health. Little is known regarding the mediating processes that explain how managers’ own context and psychosocial work factors affect their management practices during organizational health interventions.

From a practical view point, this study contributes to the literature showing that managers need to be supported during the implementation of health interventions, and need the leeway to pursue the organization’s prevention objectives.

Whereas previous studies have focused on describing the impact of leadership behaviors on employee health outcomes, the study offers insights into the resources that help managers translate PSC into action in the implementation of a national standard, the QHES.

Stereotypes are simplified and widely shared visions held by a social group regarding a place, object, event or recognizable set of people united by certain characteristics or qualities. They are “dangerous” mental models because they are widely disseminated, devious and capable of acting even unconsciously in individuals, social groups and organizations altering the rationality of assessments and choices and producing discrimination and prejudice. Stereotypes acritically extend from a characteristic of a significant percentage of a category to the totality of individuals. The process of generalization triggered by a stereotype produces the error of discrimination and prejudice. There are numerous forms of stereotypes, but this study takes into account gender stereotypes because they act pervasively, often subtly, to reduce “productivity”. People who are aware of being discriminated perceive an unsatisfactory fulfillment of their motivations, which reduces their incentive to improve their performance. Since productivity measures the efficient use of energy from working in production processes, the author believes that wherever gender stereotypes are at play, there is a productive “waste of energy”, an inefficiency in work activity with harmful effects for organizations of all kinds, including families.

The work aims to demonstrate that wherever gender stereotypes are at play, a “waste of energy” manifests itself in terms of productivity, representing an inefficiency in work activity with harmful effects for organizations of all kinds, including families. To describe the negative effects stereotypes produce in organizations, some models are presented based on the methods and language of systems thinking. These models, although typically qualitative, are capable of exploring the most accepted theories in the literature: tournament theory, the Pygmalion effect, the Galatea effect, self-fulfilling prophecies, the Queen bee syndrome, the role congruency theory, the glass ceiling theory (“think manager, think male” and “family responsibilities wall”). The paper follows a predominantly organizational and corporate approach, although the copious literature on stereotypes belongs largely to the area of social psychology and organization studies.

The paper does not consider the psychological origin of stereotypes but highlights their use as routines-shortcuts for evaluations and decisions demonstrating that, when adopted in social systems and within organisations, stereotypes produce different forms of discrimination: in social rights, in work, in careers and in access to levels of education and public services, reducing performance and limit potential. The paper also examines some ways gender and culture stereotypes can be opposed, presenting a change management strategy and some concrete solutions proposed by the process–structure–culture model for social change (PSC model).

The main limitation of the work is that it focuses on gender stereotypes, choosing not to consider the “intersection effect” of these with other stereotypes: racial stereotypes, religious stereotypes, color stereotypes, age stereotypes, sex and sexual orientation stereotypes, and many others, whose joint action can cause serious inefficiencies in organizational work.

As stereotypes are a component of social culture and are handed down, by use and example, from generation to generation, the maintenance over time of stereotypes used by individuals to evaluate, judge and act can be seen as an effect of the typical action of a combinatory system of diffusion, which can operate for a long time if not effectively opposed. Il PSC model indicates the strategy for carrying out this opposition.

With regard to gender stereotypes, it should be emphasized that in organizations and social systems, “gender diversity” should be considered an opportunity and not as a discriminating factor and thus encouraged by avoiding harmful discrimination. In fact, this diversity, precisely because of the distinctive characteristics individuals possess regardless of gender, can benefit the organization and lead to an increase in organizational and social performance. The United Nations 2030 Agenda for Sustainable Development (2020) Goal 5: Achieving gender equality and empowering all women and girls is examined in this context.

This study views the action of gender stereotypes as especially harmful “mental models”, highlighting the distortions they cause in the allocation of productive energy in society, groups and organizations. The paper follows a predominantly organizational and corporate approach, although the copious literature on stereotypes belongs largely to the area of social psychology. Using the “logic” and “language” of systems thinking, theories and models that describe and interpret the distorting effects of organizational choices based on stereotypes rather than rational analysis are highlighted. The action of stereotypes and their persistence over time can also be described using combinatory systems theory. With this paper, the author hopes that by acting on the three wheels of change highlighted by the PSC model, through legal provisions, control tools and actions on the culture operated by educational and social aggregative institutions, it should not be impossible to change the prevailing culture so that it becomes aware of the harmful influence of gender stereotypes and other discriminatory mental models and come to reject them. The author hopes this paper will help to understand the need to make this change.

At the macro level, the case study enables the students to appreciate the complexity emerging market economies face in achieving economic development and environmental sustainability without comprising each other. The students understand the importance of behavioural change and empowerment of communities in projects dealing with transformational social changes. Theoretically, the students learn about the change mechanisms and organisational practices market-based organisations install to drive their positive social change (PSC) projects. At the micro level, students learn about the process of setting up Mangalajodi Ecotourism Trust (MET) – that not only enthused the local community economically but also instilled it with awareness and motivation towards sustaining its ecosystem. Analytically, at macro level, it assists the students to have a lens of PSC framework to examine corporate social responsibility, social entrepreneurship and BoP strategies of market-based organisations to affect social change. Application/problem solving: The case study explains to the students how the PSC levers of motivation, capability and opportunity structures were applied by NatWest Bank during different phases of project execution. As management grapples with new problems, the students are encouraged to use the levers to recommend an action plan. It allows students to apply SWOT and think of competitive strategies for MET. It allows students to think of strategies that may apply for a better management of Ecotourism at Mangalajodi.

As part of its broader commitment to sustainable development and climate change action, the NatWest Group (formerly Royal Bank of Scotland Group) launched its Supporting Enterprise Programme in India in the year 2007. The project aimed at creating income-generating opportunities for indigenous and economically vulnerable sections of society living in critical natural ecosystems. The project was under the leadership of N. Sunil Kumar, a zealous nature lover, with over two decades of experience in business strategy and public affairs and a specialty in environmental sustainability. He headed Sustainable Banking at NatWest and was head of NatWest Foundation-India. The Mangalajodi project shared the problems many of NatWest’s other projects in India presented. Poor communities that relied solely on natural resources for their sustenance slid deeper into poverty as ecosystems degraded. Lacking alternative sources of livelihood and facing scantier resources, the communities helplessly caused additional damage to weak ecosystems when they drew on the resources even more vigorously. Poaching of migratory birds for supplemental income was a huge problem at Mangalajodi; it was not only rapidly altering the ecosystem to sustain the birds but also deteriorating and weakening its ecology as a whole. Measures to eliminate poaching were failing in the absence of alternate means of livelihoods and a strong incentive to protect the birds. MET was established under the project in 2009. A decade later, it had become a resounding success. A community-owned and run enterprise, MET was providing direct employment to over 100 poorest families at the tiny village and creating income-generating opportunities and entrepreneurial ventures for many others. Poaching was practically negligible at Mangalajodi, and the community was drawing huge admiration for its role in conserving the ecosystem. However, the progress of Mangalajodi Ecotourism was paradoxical, on the one hand; its popularity was rising but, on the other hand, it was becoming overcrowded and looked ill managed. Its rising commercial value was bringing in more land developers, builders and investors, but permanent concrete structures were also coming up quite unscrupulously. There were many challenges – how should growth of ecotourism at Mangalajodi be managed? What mechanisms and practices ensured that the community was empowered enough to participate in decisions of land use, infrastructure, energy and waste management at Mangalajodi? How should MET become more competitive and innovative to grow despite future challenges?

The case study is useful for students of Management at Under Graduate and Post Graduate Levels for understanding the following: the sustainability of fragile ecosystems; the community at the intersection of sustainable development and natural resources conservation and protection of biodiversity; knowing in detail about the planning, implementation and management of ecotourism projects; and decisions regarding community-based ecotourism projects.

Teaching Notes are available for educators only.

CSS 7: Management Science

The ‘lowest‐price wins’ philosophy has been a consistent theme of contractor selection over the years. To comprehensively elucidate this selection preference and compare it with the use of a multi‐criteria selection (MCS) approach in the tenderer evaluation process, this paper investigates MCS tender price selection preferences. That is, project‐specific criteria (PSC) and lowest‐price wins selection practices of UK construction clients, in both building and civil engineering works at in detail via results of the empirical survey. The investigation provides further insight into the evaluation of contractors' attributes (i.e. PSC). Levels of importance assigned (LIA) for each criterion were analysed (i.e. quantitative analysis of the differences in opinions and, variance amongst the respondents) in a multivariate statistical method. Importance attached by construction clients to the ‘lowest‐price wins’ philosophy is also presented. Contrast was made between the MCS approach and the ‘lowest‐price wins’ option amongst the surveyed construction clients. It was found that increased awareness of the use of PSC prevailed amongst the survey construction clients. This indicated that cost has to be tempered with the evaluation of PSC and the attempt of construction clients searching for a new evaluation paradigm (i.e. adoption of MCS approach rather than basing on the lowest‐price wins alone).

This chapter examines one of the most contested issues in Public Administration, namely political–administrative relationships. The first part of the chapter begins with a brief overview of the features of an ideal-type bureaucracy. Next is a literature review of political–administrative relationships. This is followed by an analysis of typologies of political–administrative relationships, with particular reference to developing countries. The second part of the chapter analyses the evolution of political–administrative relationships since the dawn of South African democracy in 1994. It examines the growing politicisation of the public service, the weakening of the powers of public officials vis-a-vis Ministers and the emasculation of the PSC. Data indicate that the government is unable to fill posts at the Senior Management Service (SMS) level and that there are a high number of acting HoDs, an indicator of instability. Finally, it uses Dasandi and Esteve’s typology of political–administrative relationships in developing countries to interpret the South African case.

Timely removal of formwork is one of the crucial aspects of construction management that directly influences the safety and quality of the structure as well as the economy of the project. Code recommendations in this regard are not widely practiced because of the difficulties in their implementations. Also, such code recommendations are not robust for all the possible construction conditions. The present paper proposes an IoT-enabled system that notifies the minimum striking time of vertical formwork based on a specified target compressive strength.

An IoT device is proposed for the timely removal of vertical formwork by monitoring of early age concrete compressive strength in real-time. The maturity method is utilized for this purpose. The implementation of the proposed system is demonstrated on three concrete columns. The proposed system is found to be suitable for any construction condition.

The proposed system is a novel, cost-effective, IoT-enabled real-time monitoring system which includes features like cloud connectivity and remote monitoring. This system can be easily implemented at the site without any human intervention.

The study explores the development of an IoT device for the timely removal of vertical formwork which will ensure quality, safety and productivity in concrete construction.

This paper is the first attempt to determine the minimum striking time of vertical formwork using IoT-based technology.