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The purpose of this paper is to determine the effect of individual and organizational dimensions on creating the resistance to change according to the role of unlearning and knowledge stickiness in merging of libraries as planned change.

Borrowing from the Lewin’s field theory, knowledge stickiness theory and unlearning the framework of planned change process designed. The paper opted for a survey study using the questionnaire, five depth interviews and focus group discussion with librarians, middle and senior managers.

The paper provides empirical insights about pattern of planned change in the Ferdowsi University of Mashhad library. The role of knowledge stickiness and unlearning factors associated with process of planned change. It suggests that successful change act as overcoming forces of unlearning to knowledge stickiness on two dimensions: individual and organizational.

Because of the chosen research case, the research results may lack statistical generalizability. Therefore, researchers are encouraged to test the proposed propositions further.

The importance of managing obsolescence knowledge in individual and organizational dimensions in process of planned change is highlighted as managerial point of view.

The purpose of this paper is to increase the understanding of the impact of engineering changes on the materials planning process.

This study is based on a conceptual discussion and empirical data from a case study of a supply chain in the automotive industry, including end producers (two OEM companies) and first, second and third tier suppliers.

A framework comprising the situational dimensions of the engineering change was derived from the conceptual discussion and described in terms of product, supply, manufacturing, demand and materials planning characteristics. The empirical study shows the characteristics of the engineering change in the case company and how these have both positive and negative, as well as direct and indirect, influences on the materials scrap, administrative and transport/handling costs. The impact of the actual materials planning strategies is also shown. Another finding was that different engineering change situations exist within the same company. Thus, it is necessary to distinguish between them and to use different planning strategies for each situation. The paper discusses how such differentiated strategies could be developed in the case companies and in general.

The case study focused on a specific product and materials planning situation in the automotive supply chain. Other products and materials planning situations resulting from the same engineering change would have different characteristics and should, therefore, be planned and controlled accordingly. However, the developed framework is a general one.

The appropriateness of a materials planning strategy differs between different engineering change situations. This calls for differentiated materials planning strategies based on the engineering change situation and materials planning characteristics. The framework developed in this paper describes the entire materials planning environment in engineering change situations in order to understand when and how to differentiate materials planning strategies.

This paper fulfils a need for a framework that describes the impact on materials planning from an engineering change perspective. This framework is the first step in the designing of a normative guideline for differentiated materials planning strategies in an engineering change situation.

This article introduces the concept of a industry phase change. Phase-changes are historical transitions, ones that create a new industry and consumer ecosystem. They are not merely disruptive technologies.

A phase-change is marked by a complex transformation in human behavior produced by a new way to satisfy consumption needs. The Kodak case is described.

A current phase-change sweeping many business sectors is driven by the growing search for competitive advantage through connected ecosystems of stakeholders that co-create value – customers, innovators, partners and communities.

Co-creative ecosystems are a phase-change that requires a new set of executive and management skills, a different culture, a new approach to information, as well as new forms of leadership.

Explains the success factors of the four major types of modern ecosystems: scale ecosystems; creative commons/open source ecosystems; customer ecosystems; and systemic ecosystems. Shows how Kodak was disrupted by its lack of understanding of ecosystems management.

Two common fixed grid enthalpy methods used in the numerical modelling of phase change problems are the apparent heat capacity and the source based methods. In this paper, a general enthalpy method that includes as subsets both apparent heat capacity and source based methods, is derived. Following this, an optimal enthalpy scheme is identified. The superiority of the optimal scheme over the apparent heat capacity and the source based schemes is illustrated by solving sample phase change problems.

Describes a two‐phase quantitative investigation of the effects of the introduction of just‐in‐time (JIT) manufacturing practices on shopfloor work. Results show that the introduction of product‐based manufacturing, incorporating strong elements of total quality management (TQM), was associated with: increases in employee autonomy; increases in some job demands; and no change in measures of social climate and employee wellbeing. The later introduction of core JIT practices and associated layout changes were associated with: no change in existing levels of employee autonomy and job demands; statistically significant increases in collective autonomy over the timing of group tasks; positive changes in group climate measures and increases in levels of job satisfaction. No change in employee strain was observed following either phase of shopfloor reorganization. Suggests that reductions in employee autonomy, increased production pressure and employee stress are not universal concomitants of JIT manufacturing.

The purpose of this paper is to investigate individuals’ attitudes toward organizational change, considering each phase of a business process management (BPM) implementation and some antecedents of resistance as hierarchical position, sector and trust in management.

The study examines employees’ attitudes toward BPM change in the Brazilian market. To measure resistance to organizational change, the research adopted the change attitude scale developed by Oreg (2006). As potential antecedents for resistance, hierarchical position, sector and trust in management were considered. Five control variables were included: gender, company size, educational background, educational level and age range. The application of the survey considered three main parties: BPM implementers, BPM end-users and developers of BPM systems. The survey data, drawn from 113 useable questionnaires, were analyzed by structural equation modeling with partial least squares estimation.

The results of this research showed some interesting insights. First, hierarchical position has no significant effect on the reduction of resistance to process improvement changes. Contrary to what was expected, results showed that being in the manufacturing sector has no significant effect on the reduction of resistance. Finally, only trust in management has a significant effect on employees’ attitudes toward BPM implementation, and as phases go by this effect increases.

The paper could support BPM decision makers by providing a better understanding of employees’ attitudes toward BPM change. In this sense, the study could also provide real-life application, by facilitating the task of allocating priorities and supporting process-related decisions.

The research could incentivize a closer relationship between BPM implementers and BPM end-users, promoting opportunities, respect and mutual trust.

The continuous change with which companies are faced, requires an approach to implement the necessary changes to the organization's structure. Existing approaches represent sequential procedures, which do not meet the requirements to deal with the characteristics of continuous change. Furthermore, existing models for managing change only state what has to be done but do not explain how it can be done. Aims to remedy these shortcomings.

Based on existing models and on the criteria of the EFQM model, a control loop for the management of strategic change processes was developed. A quality gate concept was defined to measure the performance of the change process by measurements at the quality gates after each phase of the process.

The integrated methodologies and tools were validated in projects with various companies and adapted to practical needs.

A crucial point for the presented procedural model is the applicability of the integrated tools. Therefore, in an actual investigation project the tools are implemented in a multimedia training module to train the handling and application of the tools.

The procedural model and the training module will enable companies and their employees to plan and implement necessary change processes autonomously.

The procedural model is the first one to meet the requirements to deal with continuous changes, with which companies are faced. It describes the tools and methodologies to complete the phases of a change process.

Employee behaviour is a continuous concern owing to the number of information security incidents resulting from employee behaviour. The purpose of this paper is to propose an approach to information security culture change management (ISCCM) that integrates existing change management approaches, such as the ADKAR model of Prosci, and the Information Security Culture Assessment (ISCA) diagnostic instrument (questionnaire), to aid in addressing the risk of employee behaviour that could compromise information security.

The ISCCM approach is constructed based on literature and the inclusion of the ISCA diagnostic instrument. The ISCA diagnostic instrument statements are also presented in this paper. The ISCCM approach using ISCA is illustrated using data from an empirical study.

The ISCCM approach was found to be useful in defining change management interventions for organisations using the data of the ISCA survey. Employees’ perception and acceptance of change to ensure information security and the effectiveness of the information security training initiatives improved significantly from the as-is survey to the follow-up survey.

The research illustrates the ISCCM approach and shows how it should be combined with the ISCA diagnostic instrument. Future research will focus on including a qualitative assessment of information security culture to complement the empirical data.

Organisations do not have to rely on or adapt organisational development approaches to change their information security culture – they can use the proposed ISCCM approach, which has been customised from information security and change management approaches, together with the presented ISCA questionnaire, to address information security culture change purposefully.

The proposed ISCCM approach can be applied to complement existing information security management approaches through a holistic and structured approach that combines the ADKAR model, Prosci’s approach of change management and the ISCA diagnostic instrument. It will enable organisations to focus on transitioning to a positive or desired information security culture that mitigates the risk of the human element in the protection of information.

It can be difficult for students to digest and learn complex theories of organizational culture and change without being able apply the steps to a real or imagined scenario. Oftentimes, they lack experience and can’t imagine the components of each phase or step without a practical example. This article discusses the theoretical background of leading positive organizational change and then uses a case study to help students apply their knowledge. It highlights the fictional leadership dilemma of a young Army officer, First Lieutenant Jordan Baker, upon arrival to her new duty location. Instructors can use the case to teach the 4-Phase Leading Change Framework which incorporates Kotter’s eight-step model to enact positive change. The purpose of this case is to give instructors a framework to teach students in a stepwise fashion, making concepts easier for students to visualize.

The purpose of this paper is to investigate thermoregulation properties of different composite phase change materials (PCMs), which could be used in the high temperature environmental conditions to protect human body against the extra heat flow.

Three kinds of composite PCM samples were prepared using the selected pure PCMs, including n-hexadecane, n-octadecane and n-eicosane. The DSC experiment was performed to get the samples’ phase change temperature range and enthalpy. The simulated high temperature experiments were performed using human arms in three different high temperature conditions (40°C, 45°C, 50°C), and the skin temperature variation curves varying with time were obtained. Then a comprehensive index TGP was introduced from the curves and calculated to evaluate the thermoregulation properties of different composite PCM samples comprehensively.

Results show that the composite PCM samples could provide much help to the high temperature human body. It could decrease the skin temperature quickly in a short time and it will not cause the over-cooling phenomenon. Comparing with other two composite PCM samples, the thermoregulation properties of the n-hexadecane and n-eicosane composite PCM is the best.

Using the n-hexadecane and n-eicosane composite PCM may provide people with better protection against the high temperature conditions, which is significative for the manufacture of functional thermoregulating textiles, garments or equipments.