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Presents a framework for the development of process measurement systems. The purpose can be described as reflecting a strong need for increased knowledge of the development of process‐oriented measurement systems for analysing the order process, as well as knowledge concerning the prerequisites for this development and the potential effects it can have. The research subordinated a systems approach together with elements of the actor‐based approach. The research area’s boundary spanning character required an interdisciplinary integration of knowledge. The research process encompassed an extensive study of the literature, as well as a field study and a major case study carried out in the form of action research. The author’s present occupation as a management consultant has also been important for the verification of the results presented. Presents an eight‐step model for developing a measurement system for a specific process. Special attention is given to the step of deriving and selecting the actual measures. The framework also includes a suggestion for measurement system, a process measure classification model and a discussion of the measurement needs of the process‐oriented organisation.

This paper aims to develop a theoretical approach to place market analysis that aims to identify the ways in which specific places are used and to further enable the identification of distinct segments and products.

Typology construction was chosen as the main study method. Eight polar place demand patterns were classified on the abstract level, using a set of binary variables of spatial behaviour (migration, natural growth and settling). Based on this typology, eight abstract places were deductively described. In conjunction with this deductive study, the authors conducted focus groups, and the results showed considerable similarity in the interpretation of the achieved types.

This paper arrives at interdependent typologies of place demand, place product and place use patterns that allow the ways of using specific places to be identified and distinctive segments and products to be distinguished as particular, consistent combinations of the achieved types.

The typologies obtained expand the scope of competitive analysis and planning in framing place marketing. Distinct uses of specific places unambiguously point to the features of certain segments and could thereby enable a lucid marketing strategy.

Empirically driven place market research has not precisely defined the distinct ideas and concepts of investigated places, which might reflect the different segments of the population that have different intentions for the use of these places. This paper offers important insights into product differentiation and market segmentation in the frame of simultaneous product use.

The aim of this study is to explore the drivers of supply and demand for attention in the managerial context, and develop a framework of managerial tools for allocating attention to various competing demands.

Deliberative attention refers to the application of attention to prolonged reflection and consideration of problems where routine approaches are insufficient. Drawing on theories of cognitive and structural constraints to the allocation of attention among competing stimuli, the paper investigates how managers match the strategic demands for deliberative attention and the supply available to individuals in their firms. This is used to develop a model of factors influencing the matching of supply and demand.

The paper uses this model to recommend specific strategies for explicitly managing deliberative attention and to categorize the appropriate application of a range of existing strategic management tools based on the nature and inherent uncertainty of the organizational problem being faced.

The model suggests that a primary strategic task of top managers is the appropriate management of attention within the firm. Understanding attention as a firm resource to be appropriately and deliberately managed helps to advance theoretical understanding of the human side of valuable resources in the firm. Such knowledge may also help practitioners to be more cognizant of their investments of valuable attention resources.

This is one of the first studies to treat attention as a scarce and valuable firm resource to be managed, and to use this as the foundation for more appropriate application of a wide range of current management techniques.

Reveals that public sector organizations across the globe have been subject to cuts in government spending, allied to demands for enhanced efficiency and effectiveness. Consequently many have embarked on radical programmes of change which may adversely affect the psychological wellbeing of employees. Examines linkages between organizational change and the psychological wellbeing of employees within the Swedish social insurance organization “Försäkringskassan”. Gives results which show that the process of organization change is stressful; issues associated with the process of change were linked to employee anxiety and symptoms of being “worn out”. As the pressures facing public sector organizations everywhere bear a high degree of similarity, suggests that management take cognizance of these findings. Argues that when making decisions regarding the planning and implementation of organizational change, the stress factor must receive a prominent place on the change management agenda.

Corporate social responsibility (CSR) has emerged as a global trend involving corporations, states, international organizations and civil society organizations. It is far from clear what CSR stands for, what the trend really is, where it comes from, where it is heading and who the leading actors are. If one views it as a social movement, one must ask: a movement of what and for whom? The purpose of this paper is to examine the CSR trend in all its complexity and draw conclusions regarding its development and potential impact.

Analysis of central documents and publications on CSR is combined with interviews with driving corporate actors.

This article portrays the CSR trend in three ways: as a regulatory framework that places new demands on corporations; as a mobilization of corporate actors to assist the development aid of states; and as a management trend. Each of these portraits suggests certain actors, relations, driving forces and interests as being central. An analysis shows that no one of these views seems to be more accurate than the others: rather the movement comprises a collection of diverse interests, actors, origins and trajectories. These multiple identities may partially describe the trend's success, but could equally well describe its contestation, fragility and fluidity.

The conceptual distinction shows the likely development and potential impact of a corporate social development. Moreover, the discussions help us reflect on the formation of management trends and how certain models come to flow rapidly and extensively around the globe, following and adding to institutional change – especially to changes in the roles, relations and boundaries between and among states, business corporations and civil society organizations.

This paper aims to be a think piece that promotes discussion around the design of coding toys for children. In particular, the authors examine three different toys that have some sort of block-based coding interface. The authors juxtapose three different design features and the demands they place on young children learning to code. To examine the toys, the authors apply a framework developed based on Gibson’s theory of affordances and Palmer’s external representations. The authors look specifically at the toys: interface design, intended play scenario and representational conventions for computational ideas.

As a research team, the authors have been playing with toys, observing their own children play with the toys and using them in kindergarten classrooms. In this paper, the authors reflect specifically on the design of the toys and the demands they place on children.

The authors make no claims about whether one toy/design approach is superior to another. However, the differences that the authors articulate should serve as a provocation for researchers and designers to be mindful about what demands and expectations they place on young children as they learn to code and use code to learn in any given system.

As mentioned above, the authors want to start a discussion about design of these toys and how they shape children's experience with coding.

There is a push to get coding and computational thinking into K-12, but there is not enough research on what this looks like in early childhood. Further, while research is starting to emerge on block-based programming vs text-based for older children and adults, little research has been done on the representational form of code for young children. The authors hope to start a discussion on design of coding toys for children.

This paper is based on the experiences of 31 women who have recently left partner roles within an international management consultancy firm. The purpose of this paper is to explore discursively their perceptions of choice within their decisions to leave.

Data were collected from 31 women using semi‐structured telephone interviews, a 66 per cent response rate. A discursive approach to analysis was adopted.

The decision to leave is the culmination of many interacting factors at a time when a financial incentive for resignation is available. Findings present here focus on discourses of loyalty to and affection for the company and work‐life integration.

Limitations include access only to women who have left the firm, allowing for no comparison with those who were still partners. Additionally, we were unable to speak to any of the male partners who have left the firm in the same timescales, although in smaller proportions.

The findings indicate the need to review the excessive time demands placed on partners and provide further support for policies, which enable greater flexibility.

This paper uses data from a rare sample of women, those who have actually left senior roles within one organization.

To highlight the problems with and propose a framework for improving demand management in retail food supply chains.

The paper draws on empirical evidence from multiple case studies and develops a framework for improvement in demand management for retail food supply chains.

Analysis of the characteristics of demand within a number of retail food supply chains demonstrates a propensity for misalignment of demand and supply due to issues such as demand amplification, inappropriate production policies and inconsistencies with information systems and data handling procedures.

The case study evidence on which the conceptual framework is based is drawn exclusively from the UK, where retail food supply chains are generally more mature than in other parts of the world. The proposed framework is based on empirical evidence but has not been formally tested.

More collaboration, information sharing and joint planning beyond the manufacturer‐retailer interface is critical if retail food supply chains are to function efficiently and effectively in retail environments where promotional activity creates significant uncertainty.

Demand management in retail food supply chains has received little attention from supply chain researchers to date. This paper proposes a framework for improvement based on greater collaboration and joint planning from farm to fork.

WMC Ltd is a medium‐sized company which manufactures and distributes mechanical/ electrical equipment for the construction industry. Constitutes a case study which illustrates the re‐engineering methodology developed for WMC in order to improve its material and logistics control strategies. The first re‐engineering approach initiated by WMC was to make wholesale changes affecting internal operations in order to achieve world‐class performance. Finds that optimization of the manufacturing operations highlighted further problems caused by an inefficient inventory control system. Hence, the updated objective became that of designing an improved material and logistics control strategy to ensure that the right materials are in the right place in the right quantity at the right time. Provides, therefore, an interesting case study example of how WMC achieved effective supply‐chain management through the development of a three‐stage re‐engineering framework encompassing changes to the internal structure, inventory control structure and supplier management strategies. The results are applicable to many other market sectors.

This study aims to draw upon research from strategic human resource management (HRM) and strategic management to examine how HRM demands influence the likelihood that chief executive officers (CEOs) will staff top management with a human resource (HR) executive.

The theory and hypotheses developed in this study are tested on a sample of US initial public offering firms from the calendar year 2007, using logistic regression.

The results of hypothesis tests suggest that HR executive presence in top management is positively related to the HRM demands faced by a CEO stemming from product/service innovation strategies, the number of HRs employed by the firm and CEO’s financial orientation.

The results of this study may not generalize to other settings. This study does not simultaneously consider the role of other structural forms which may increase or reduce the degree of HRM demands faced by the CEO. This study extends prior research on executive job demands by expanding the understanding of factors which give rise to HRM sources of executive job demands. Study results suggest that CEOs with financial orientations are more likely to staff their top management teams with an HR executive, which suggests that in the face of executive job demands stemming from a particular functional area, CEOs delegate responsibility for that function to another member of top management. This finding suggests that CEOs can, and in fact do, recognize the limitations engendered by their experiences and that when confronted with a specific type of executive job demand that does not align with their expertise, they take steps to address their individual limitations by appointing others that are more capable of addressing the particular source of executive job demand.

Study results suggest that product/service innovation strategies, CEO’s financial background and the number of HRs employed by the firm increase the likelihood of HR functional representation in top management.

The theory and results of this study extend the focus of extant research on factors giving rise to HRM’s functional representation in top management. Although prior research has emphasized the role of ownership characteristics and risk preferences in the adoption of this structural form, this study examines the role of CEO HRM demands. This approach allows for the integration of the upper echelons theory with the strategic HRM literature and provides an empirical examination of CEO job demands arising from the HRM function.