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Managing corporate real estate is confronted with more problems than just the changing characteristics of real estate. While operating companies strive for more autonomy, corporate headquarters are increasingly struggling for a synergetic approach to corporate resources and capabilities. The authors argue that the impact of the corporate setting on the role and position of corporate real estate management is underestimated. This paper describes the effects of transisions in corporate structure and strategies and provides insight in a new perspective on managing corporate real estate.

Up to the 1980s the corporate competitive advantage was primarily focused on adapting the corporation to the (changing) environment. In the last decades corporations have become more aware of their resources and capabilities, and of the benefits of managerial attention towards managing the corporate assets. The transition from a passive, reactive attitude towards a proactive service oriented organisation proves to be a difficult task. This paper analyses the transition and describes an effort to identify products and services contributing to the added value of corporate real estate management to the bottom line of the corporation.

The banking industry is facing tremendous changes. Even the few stable securities that were left are susceptible to erosion. Aggressive growth strategies against increasing competition; the diminishing use of cash; the worldwide trend towards global banks through mergers and acquisitions; and the growing importance of information technology, confront the banking industry with huge changes both in real estate and facilities management. While the design of bank facilities has for centuries focused on expressing wealth and magnitude, today even the banking industry, often regarded as one of the most conservative of industries, is transforming its buildings into lean, customer‐oriented facilities. This article provides a descriptive overview of the impacts of the above changes based on literature and case studies in three major Dutch banks.

The purpose of this article is to understand how academics in management deal with the concept of generation in the workplace. We begin by conducting an interdisciplinary literature analysis, thereby elaborating a conceptual framework concerning generational diversity. This framework consists of four levels of analysis (society, career, organisation and occupation) and three dimensions (age, cohort and event/period). We then conduct a meta-analysis using this conceptual framework to analyse papers from the management field. The results from this analysis reveal the existence of a diversity of generational approaches, which focus on the dimensions of age and cohort on a societal level. Four factors seem to explain these results: the recent de-synchronisation of generational dimensions and levels, the novelty of theoretical models, the amplification of stereotypes by mass media and the methodologies employed by researchers. In sum, this article contributes to a more realistic view of generational diversity in the workplace for both academics and practitioners.

The following bibliography focuses mainly on programs which can run on IBM microcomputers and compatibles under the operating system PC DOS/MS DOS, and which can be used in online information and documentation work. They fall into the following categories:

Research on perceptions of organizational politics has mostly explored the negative aspects and detrimental outcomes for organizations and employees. Responding to recent calls in the literature for a more balanced treatment, we expand on how positive and negative organizational politics perceptions are perceived as stressors and affect employee outcomes through their influence on the social environment. We propose that employees appraise positive and negative organization politics perceptions as either challenge or hindrance stressors, to which they respond with engagement and disengagement as problem-focused and emotion-focused coping strategies. Specifically, employees who appraise the negative politics perceptions as a hindrance, use both problem- and emotion-focused coping, which entails one of three strategies: (1) decreasing their engagement, (2) narrowing the focus of their engagement, or (3) disengaging. Although these strategies result in negative outcomes for the organization, employees’ coping leads to their positive well-being. In contrast, employees appraising positive politics perceptions as a challenge stressor use problem-focused coping, which involves increasing their engagement to reap the perceived benefits of a positive political environment. Yet, positive politics perceptions may also be appraised as a hindrance stressor in certain situations, and, therefore lead employees to apply emotion-focused coping wherein they use a disengagement strategy. By disengaging, they deal with the negative effects of politics perceptions, resulting in positive well-being. Thus, our framework suggests an unexpected twist to the stress process of politics perceptions as a strain-provoking component of employee work environments.

In the recent past, mobile technologies that track the movement of people, freight and vehicles have evolved rapidly. The major categories of such technologies are reviewed and a number of attributes for classification are proposed. The willingness of people to engage in such technologically based surveys and the reported biases in the make-up of the sample obtained are reviewed. Lessons are drawn about the nature of the samples that can be achieved and the representativeness of such samples is discussed. Data processing is addressed, particularly in terms of the processing requirements for logged data, where additional travel characteristics required for travel analysis may need to be imputed. Another issue explored is the reliability of data entered by respondents in interactive devices and concerns that may arise in processing data collected in real time for prompting or interrogating respondents. Differences, in relation to the data user, between data from mobile devices and data from conventional self-report surveys are discussed. Potentials that may exist for changes in modelling from using such data are explored. Conclusions are drawn about the usefulness and limitations of mobile technologies to collect and process data. The extent to which such mobile technologies may be used in future, either to supplement or replace conventional methods of data collection, is discussed along with the readiness of the technology for today and the advances that may be expected in the short and medium term from this form of technology.