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Optimizing material handling within the factory is one of the key problems of modern assembly line systems. The purpose of this paper is to focus on simultaneously balancing a robotic assembly line and the scheduling of material handling required for the operation of such a system, a topic that has received limited attention in academia. Manufacturing industries focus on full autonomy because of the rapid advancements in different elements of Industry 4.0 such as the internet of things, big data and cloud computing. In smart assembly systems, this autonomy aims at the integration of automated material handling equipment such as automated guided vehicles (AGVs) to robotic assembly line systems to ensure a reliable and flexible production system.

This paper tackles the problem of designing a balanced robotic assembly line and the scheduling of AGVs to feed materials to these lines such that the cycle time and total tardiness of the assembly system are minimized. Because of the combination of two well-known complex problems such as line balancing and material handling and a heuristic- and metaheuristic-based integrated decision approach is proposed.

A detailed computational study demonstrates how an integrated decision approach can serve as an efficient managerial tool in designing/redesigning assembly line systems and support automated transportation infrastructure.

This study is beneficial for production managers in understanding the main decisional steps involved in the designing/redesigning of smart assembly systems and providing guidelines in decision-making. Moreover, this study explores the material distribution scheduling problems in assembly systems, which is not yet comprehensively explored in the literature.

The purpose of this paper is to address four interrelated questions: what is the prevalence of ageism amongst employers? What are the factors conditioning employers’ age stereotypes? To what extent are ageist attitudes among employers translated into discriminatory recruitment, retention and firing practices? And what factors can moderate the stereotype–discrimination interaction?

The paper draws on a survey conducted among Danish employers; 2,525 completed the survey questionnaires; response rate 25 per cent.

The major finding is that ageist stereotypes among employers do not translate into discriminatory personnel management practices.

The findings may be specific to Denmark. Denmark is renowned to be a non-hierarchical, egalitarian society, which may have implications for personnel management practices.

Contrary to this study, most studies analysing ageist stereotypes do not assess the extent to which stereotypes are translated into discriminatory personnel management practices in the workplace.

The purpose of this paper is the need to build a novel approach that would allow flexible modeling and solving of food supply chain management (FSCM) problems. The models developed would use the data (data-driven modeling) as early as possible at the modeling phase, which would lead to a better and more realistic representation of the problems being modeled.

An essential feature of the presented approach is its declarativeness. The use of a declarative approach that additionally includes constraint satisfaction problems and provides an opportunity of fast and easy modeling of constrains different in type and character. Implementation of the proposed approach was performed with the use of an original hybrid method in which constraint logic programming (CLP) and mathematical programming (MP) are integrated and transformation of a model is used as a presolving technique.

The proposed constraint-driven approach has proved to be extremely flexible and efficient. The findings obtained during part of experiments dedicated to efficiency were very interesting. The use of the constraint-driven approach has enabled finding a solution depending on the instance data up to 1,000 times faster than using the MP.

Due to the limited use of exact methods for NP-hard problems, the future study should be to integrate the CLP with environments other than the MP. It is also possible, e.g., with metaheuristics like genetic algorithms, ant colony optimization, etc.

There is a possibility of using the approach as a basis to build a decision support system for FSCM, simple integration with databases, enterprise resource planning systems, management information systems, etc.

The new constraint-driven approach to FSCM has been proposed. The proposed approach is an extension of the hybrid approach. Also, a new decision-making model of distribution and logistics for the food supply chain is built. A presolving technique for this model has been presented.

Robots are used in assembly lines because of their higher flexibility and lower costs. The purpose of this paper is to develop mathematical models and simulated annealing algorithms to solve the robotic assembly line balancing (RALB-II) to minimize the cycle time.

Four mixed-integer linear programming models are developed and encoded in CPLEX solver to find optimal solutions for small-sized problem instances. Two simulated annealing algorithms, original simulated annealing algorithm and restarted simulated annealing (RSA) algorithm, are proposed to tackle large-sized problems. The restart mechanism in the RSA methodology replaces the incumbent temperature with a new temperature. In addition, the proposed methods use iterative mechanisms for updating cycle time and a new objective to select the solution with fewer critical workstations.

The comparative study among the tested algorithms and other methods adapted verifies the effectiveness of the proposed methods. The results obtained by these algorithms on the benchmark instances show that 23 new upper bounds out of 32 tested cases are achieved. The RSA algorithm ranks first among the algorithms in the number of updated upper bounds.

Four models are developed for RALBP-II and their performance is evaluated for the first time. An RSA algorithm is developed to solve RALBP-II, where the restart mechanism is developed to replace the incumbent temperature with a new temperature. The proposed methods also use iterative mechanisms and a new objective to select the solution with fewer critical workstations.

This chapter considers viable and nonviable methods for corruption and ethics reform. Among the different types of methods considered are: vision and values based methods; win-win incentive and ethics networking methods; power-based top-down compliance and bottom-up whistle-blowing methods; alternative institution building methods; and, social movement methods. The chapter analyzes how the different types of methods can be more and less viable depending upon the specific multilevel situational factors related to micro individual, meso organizational, and macro institutional level, political-economic, and cultural obstacles to corruption and ethics reform.

Realist evaluation seeks to answer the question of “what works for whom in which circumstances?” through developing and testing middle range theories (MRTs). MRTs are programme theories that outline how certain mechanisms of an intervention work in a specific context to bring about certain outcomes. In this paper, the authors tested an initial MRT about the mechanism of participation. The authors used evidence from a participatory organisational intervention in five worksites of a large multi-national organisation in the US food service industry.

Qualitative data from 89 process tracking documents and 24 post-intervention, semi-structured interviews with intervention stakeholders were analysed using template analysis.

The operationalised mechanism was partial worksite managers’ engagement with the research team. Six contextual factors (e.g. high workload) impaired participation, and one contextual factor (i.e. existing participatory practices) facilitated participation. Worksite managers’ participation resulted in limited improvement in their awareness of how working conditions can impact on their employees’ safety, health, and well-being. Based on these findings, the authors modified the initial MRT into an empirical MRT.

This paper contributes to the understanding of “what works for whom in which circumstances” regarding participation in organisational interventions.

Minority governments are more common in Denmark than in any other parliamentary democracy. Internationally, the literature associates minority governments with short-lived, inefficient governments. Yet this is not the case in Denmark. Here, successive governments have served full terms in recent decades and managed to pass large numbers of substantive reforms. This chapter considers how Danish minority governments manage to cope so well and whether polarisation and populism may challenge the solutions to this apparent paradox. The legislative bargaining and agreements (politiske forlig) between government and opposition parties are highly institutionalised, giving opposition parties policy influence and procedural privileges almost akin to cabinet parties – but only on the items on which agreement has been reached. The government is therefore able to maintain flexibility. Danish governments have also increased their hierarchical coordination, both in the form of policy through coalition agreements and internally in the form of cabinet committees and a strengthened Prime Minister's Office. The argument here is that these changes make it easier for a government to negotiate as a coherent unit, and the fact that the parties on the respective ideological wings of the Folketing are also included in negotiations and agreements means that polarisation does not seem to affect minority government performance.

The purpose of this paper is to set focus on, and discuss the concept of knowledge, and show how the interrelations between knowledge and other concepts, such as learning, have become a decisive element in managing human resources and firm performance.

The dimensions of knowledge management are identified and related to learning, organizational configurations, human resources management and institutional environments in order to identify and percent the most important approaches to knowledge management and the development over time.

Creating, transforming and utilizing various kinds of knowledge as a firm‐specific asset is a very important element of firm competitiveness and innovative performance. In managing knowledge learning and innovation learning approaches are central. The paper identifies various approaches to learning and strategies to innovation and illustrates how combinations of these might benefit firm performance. It also stresses the preconditions of employee involvement and participation to knowledge management and not least the importance of interaction with environmental resources. To improve performance firms should be aware of the importance of deliberately combining various approaches to innovation and learning in order to include a maximum of actors as sources in building knowledge assets and strategies.

Most of the empirical examples are from private sector enterprises, even though the theoretical arguments should also be valid for the public sector.

The paper relates knowledge management to theoretical approaches on learning, organization and innovation and shows the growing importance of these constructs in firm performance.

The purpose of the article is to investigate the impact of organizational culture on software process improvement (SPI). Is cultural congruence between an organization and an adopted process model required? How can the level of congruence between an organizational culture and the values and assumptions underlying an adopted process model be assessed?

The competing values framework and its associated assessment instrument are used in a case study to establish an organizational culture profile of a software development business unit within the case company. The instrument is supplemented with a technique to produce culture profiles of texts such as process models like the Capability Maturity Model Integration (CMMI) and the case company's quality management system. The different profiles are subsequently analyzed and compared.

The culture profile of the CMMI confirms previous research and depicts a result‐oriented, formalized, and structured organization. A comparison with the company's quality management system shows congruent culture profiles suggesting that the case company has succeeded in capturing underlying assumptions of the CMMI when updating the quality management system. The analysis also reveals the organizational culture profile of the business unit to be incongruent with the quality management system's profile. This disconfirms previous research claiming that congruence is a prerequisite. Further analysis reveals that actions were taken by managers in the case company to address the cultural challenges and successfully implement new processes. It is, therefore, concluded that cultural incongruence is not an insurmountable barrier to SPI. By comparing cultural profiles, some SPI implementation challenges become evident and that in turn allows for effective SPI management action.

The research is based on a single case study and that is sufficient to disconfirm existing research. Additional research is, however, needed to validate both the proposed text analysis technique as well as the proposed process for assessing and managing cultural challenges confronting SPI projects.

SPI managers are provided with a more complex view of organizational culture in which congruence is not a necessity. SPI managers can choose to compare culture profiles and decide how to address incongruences. To that end the text analysis technique is offered as a web service that allows for analysis of all text‐based process models and standards, and of internal process documentation.

The proposed culture management process, including the text analysis technique, is a cost‐efficient approach to analyzing and providing the basis for managing cultural challenges during SPI in a specific company. The process provides understanding and guidance in dealing with the specific challenges faced by software companies during SPI.

This paper reports on research exploring the intersections between researchers and communication professionals' perspectives on the objectives, funders and organizational influences on their science communication practices.

Examining one context, the inter-organizational BCDC Energy Research project based at five different research organizations in Finland, this paper presents data from semi-structured interviews with 17 researchers and 15 communication professionals.

The results suggest that performance-based funding policies that drive the proliferation of large-scale research projects can create challenges. In particular, a challenge arises in generating a shared sense of identity and purpose amongst researchers and communication professionals. This may have unintended negative impacts on the quality and cohesiveness of the science communication which occurs.

The study was exploratory in nature and focuses on one organizational and institutional environment. Further research with a wider number of projects, as well as funders, would be conducive to a greater understanding of the issues involved.

On a practical level, this research suggests that the creation of clearer communications awareness and guidance may be helpful in some large-scale projects, particularly involving broad numbers of organizations, individual researchers and funders.

This is one of the first studies examining the perspectives of both researchers and communication professionals working over one project, drawing together a range of different institutional and disciplinary perspectives. The results highlight the importance of the influences of funding on science communication aims, assumptions, cultures and structures. The article articulates the need for further research in this area.