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The selection process used by an organisation employing the autonomous work group (AWG) structure is reported. What makes this company′s approach worthy of consideration is the fact that they now have more than 14 years of successful experience using the team concept. Plant personnel and training specialists have identified a group of salient characteristics which, in their experience, have played a major role in facilitating high performance and contributing to the compatibility of the individual within the team structure.

Traces the career of the remarkable Asa Philip Randolph, who was many things to many people. He was a tireless crusader for African‐American rights, a strategic manager and planner, a political activist, and a labour leader. Many of the changes he brought about and many of the conditions he created in the above areas continue to shape US culture today. Highlights the contributions he made to US society.

The aftermath of the 1990 Middle East war and the region′s subsequent exposure to Western technologies and lifestyles has contributed to an accelerated opening up of Arabic culture to Western ideas. Often relegated to a secondary role in the Arab culture, changing market conditions have helped increase the importance of many marketing functions and, in particular, personal selling. Given the increased importance of personal selling in a high context culture, such as that of Saudi Arabia, the development of a qualified salesforce should significantly improve a firm′s competitive position. This exploratory study examined the extent to which sales training philosophies and practices differ between Saudi Arabia and the United States. Findings reveal the limited extent of Saudi sales training programmes and offer insight into the future development of marketing and sales training in this Arab culture as well as implications for both Arab and foreign businesses.

In light of several successful US mall repositionings, industry experts have encouraged other less productive properties to follow their lead. This study investigates the relationship between selected mall attributes and productivity. A mail survey was sent to a random sample of mall marketing managers. Chi‐square and correlation analysis was used to identify the attributes that were significantly related to productivity. Super‐regional malls located in large, densely populated cities with high income residents were the most successful properties. The results suggest that the attributes of successful malls cannot be transferred or adapted by lower performing malls. Market strategy variables that could be duplicated were not significantly related to high productivity.

Month after month we bring forward additional evidence of the injury resulting from the use of chemical “preservatives” in food, while the Authorities feebly hesitate to give specific legal effect to the recommendations of the Departmental Committee which made such a complete inquiry into this question. The evidence upon which those recommendations were based has been fully corroborated by a number of different observers. FERE and others have shown that, as regards boric acid and borax, even when administered in the smallest medicinal doses, there is always the risk that these drugs may aggravate, or even produce, renal diseases. These observations have been confirmed by the work of Dr. CHARLES HARRINGTON, an account of which has been recently published. Twelve cats were fed on the same food; six were treated with borax, one had no preservative, and five were given a preservative which had no apparent effect. The experiment extended over a period of 133 days, the quantity of borax given averaging about 0.5 grms, per diem. Three of the borated cats soon became ill, and one died at the end of six weeks. On the termination of the experiment the cats were all killed, and upon examination it was found that the organs of the six cats which had not taken borax were in perfectly sound and healthy condition, while the others, with one exception, were all suffering from nephritis. Of course, instances are recorded in which patients have been treated with borax and boracic acid with apparently no injurious result, but as a general rule these experiments have been of too short duration to allow of the desired information being arrived at, and the results must therefore be regarded as inconclusive and unreliable. It is perfectly evident that the kidneys may be for a short time quite capable of eliminating many objectionable substances, but the long‐continued use of such bodies, as Dr. HARRINGTON'S researches clearly indicate, sets up an inflammatory condition of the kidneys which, of course, interferes with the effective performance of their proper functions, and lays the foundations for complications of the most serious nature.

The purpose of this paper is to extend management innovation theory and research by going beyond analysis at a single level. Focussing on management innovation at the lower level in the organizational hierarchy, the authors develop a multilevel framework; in doing so, the authors answer earlier calls for a study of the effects of multilevel transformational leadership (TFL) on management innovation and innovation in general.

This study collected multisource and multilevel data from 169 managers, 423 employees of 141 units from 21 banking service firms in an emerging economy.

The results from hierarchial linear modeling analysis reveal that unit-level TFL was positively related to unit-level management innovation. Furthermore, firm-level TFL was positively associated with firm-level empowerment climate, which in turn enhanced unit-level management innovation. In addition, firm-level empowerment climate strengthened the relationship between unit-level TFL and unit-level management innovation. Finally, the unit-level trust mediates the relationship between firm-level empowerment climate and unit-level management innovation.

Firms operate more effectively when they generate management innovation. To help ensure the effectiveness of management innovation, it is essential that firms, especially those from the banking sector, encourage their managers to engage in TFL behaviors. The managers must consider how to utilize their TFL behaviors to create trusting relationships in order to achieve the organizational goals. Firms can also take steps to develop a supportive climate of higher levels of autonomy, delegation, freedom and task accountability, in order to promote higher levels of trust at the lower levels of the organizational hierarchy.

The current study develops and tests a mediation model that links firm-level TFL to unit-level management innovation, and identifies unit-level trust as the intermediate outcome. With this theorizing and the findings, the authors deepen the current knowledge regarding the organizational implications of TFL behaviors for management innovation.

This research aims to provide a conceptual framework with the scope to assist in establishing sustainable supply chain clusters (SCCs) by providing an instrument for organisations to enhance the three sustainability dimensions in a dynamic environment.

This research proposes a conceptual framework to enhance sustainability and organisational performance through three theoretical lenses: the system theory, extended resource-based view and the dynamic capabilities (DCs) theory. This approach is carried out through a comprehensive review of the existing literature on SCCs.

Four main propositions are formulated and demonstrated using the developed framework, which expands the discussion about SCCs and their key characteristics in a dynamic environment. This is particularly relevant as it allows empirical testing of the theories in an SCC context.

It can be noted that more extensive research is needed to further understand the issues faced in establishing sustainable clusters. Drawing on the theoretical lenses to establish the framework helps to enhance the understanding and operational capabilities of sustainable SCCs during and after disruptions, such as the global disruption created by COVID-19.

This research paves the way to help organisations improve their adaptability to the dynamic business environment by emphasizing the importance of clustering and linking it to sustainability through DCs to establish a sustainable cluster.

This research aims to guide organisations' use of SCCs as tools to enhance sustainability in a dynamic environment, given that the relationship amongst supply chain cluster design characteristics (SCCDCs), DCs and sustainability remains unexplored. The combination of the three theoretical lenses in developing the proposed framework will assist in further understanding the applicability of these theories when they are considered together.

This study investigates the role of national culture on the implementation and effectiveness of quality management practices. Specifically, the authors examine the dual roles of two of Hofstede's national culture dimensions (individualism and indulgence) in driving the implementation of people management practices and in moderating the relationship between people management and product quality performance.

The authors’ dataset combines a survey of 976 firms from 22 countries with Hofstede's national culture index. A multi-level analysis, at firm and country levels, is used for investigating the interplay between two dimensions of national culture (individualism and indulgence) on people management practices and product quality performance.

The authors' findings show the negative relationship between indulgence (at country level) and people management practices (at firm level) while individualism (at country level) strengthens the relationship between people management and product quality performance (at firm level). Furthermore, the finding shows that the joint interaction between individualism and indulgence (at country level) moderates the relationship between people management and product quality performance (at firm level) where the relationship is strongest when individualism is high and indulgence is low.

Understanding the interplay between national culture and management practices is important for managers in making decisions on the practices managers should implement under different cultural contexts to gain the expected outcomes.

The authors' results challenge the universalist view that suggests that quality management practices (in this case people management practices) can be applied in any context effectively to achieve high product quality performance by showing that facets of national culture influence the implementation and effectiveness of people management practices and performance. The results also provide a fresh perspective on the role of indulgence, given that it is the newest dimension in Hofstede's framework. The authors also extend previous studies which commonly only examine the main and not interactive effects of different dimensions of national culture.