Search results

Computer systems firms in Silicon Valley are responding to rising costs of product development, shorter product cycles and rapid technological change by focusing and building partnerships with suppliers, both within and outside of the region. Well-known firms like Hewlett-Packard and Apple Computers and lesser known ones like Silicon Graphics and Pyramid Technology are organized to combine the components and sub-systems made by specialist suppliers into new computer systems. As these firms collaborate to both define and manufacture new systems, they are institutionalizing their capacity to learn from one another. Three cases - a contract manufacturer, a silicon foundry, and the joint development of a microprocessor - illustrate how inter-firm networks help account for the sustained technological dynamism of the regional economy.

In this chapter, we have presented four case studies of the firms which are operating in the medium complete adapting countries. The four cases are Arvidsson Textile Share Company in Estonia, Partec Rockwool in Lithuania, Accel Share Company in Lithuania and Ragn-Sells in Estonia. The case studies are prepared following the structure of the theoretical framework applied in this book. We have found out that the performance of Arvidsson Textile Share Company is successful as it matches the expectations if the partners and it has remained to be more or less the same since its establishment. The performance of Partec Rockwool was also successful from the very beginning until it was replaced by the fully owned firm. Accel Share Company's operations in Lithuania was successful from the very beginning as it found the right people with the right competence in the local market. In the case of Ragn-Sells in Estonia, the alliance was successful but not up to the full expectation.

The role and scope of women's participation and active role in the war of Independence of the Greek nation from the Ottoman rule (18th/19th centuries) was substantive and significant with a continuous and eminent presence. Women's contribution has been accepted in its face-value and significance through the course of history of the nation, showing leadership qualities taking arms and fighting along together with male leaders, obtaining a balance that gave them a distinct recognition and status in Greek society. The role of women within the military environment of the nation can be seen as marginal, basically polarized around the traditional axis of the family Historians and social scientists have located the double role that women were to play while making evident the lack of participation of women in other major socio-political activity or structure up to the latest part of the 20th century, such as public management of the state, church, universities, politics, etc. And yet, the Greek revolutionary intellect Rigas, under the influence of the French Constitution of 1789, had declared already in the 18th century some provisions for the equal status of women in the public life. Recruitment of women in the Greek military was late to come. The enlistment of women in the Army was introduced in 1977 (in 1946 women were introduced in the Army as military nurses) by the relevant decree of Parliament 705/1977, which determined the conditions of voluntary service, which were identical to a great extent with those under which men volunteers had served. Another relevant decree (444/1974) that made Army service obligatory for Greek citizens, including women, while still valid, has not been made effective up to now re. recruitment of women. By Law 2439/1996, Military Women in the Greek Armed Forces can reach the rank of Brigadier General. This chapter discusses the reasons behind late participation of women in the Greek military as well as existing problems and inefficiencies of political and military leadership with respect to those problems.

Each of the four objectives can be applied within the military training environment. Military training often requires that soldiers achieve specific levels of performance or proficiency in each phase of training. For example, training courses impose entrance and graduation criteria, and awards are given for excellence in military performance. Frequently, training devices, training media, and training evaluators or observers also directly support the need to diagnose performance strengths and weaknesses. Training measures may be used as indices of performance, and to indicate the need for additional or remedial training.

This paper deals with the organizing of interactive product development. Developing products in interaction between firms may provide benefits in terms of specialization, increased innovation, and possibilities to perform development activities in parallel. However, the differentiation of product development among a number of firms also implies that various dependencies need to be dealt with across firm boundaries. How dependencies may be dealt with across firms is related to how product development is organized. The purpose of the paper is to explore dependencies and how interactive product development may be organized with regard to these dependencies.

The analytical framework is based on the industrial network approach, and deals with the development of products in terms of adaptation and combination of heterogeneous resources. There are dependencies between resources, that is, they are embedded, implying that no resource can be developed in isolation. The characteristics of and dependencies related to four main categories of resources (products, production facilities, business units and business relationships) provide a basis for analyzing the organizing of interactive product development.

Three in-depth case studies are used to explore the organizing of interactive product development with regard to dependencies. The first two cases are based on the development of the electrical system and the seats for Volvo’s large car platform (P2), performed in interaction with Delphi and Lear respectively. The third case is based on the interaction between Scania and Dayco/DFC Tech for the development of various pipes and hoses for a new truck model.

The analysis is focused on what different dependencies the firms considered and dealt with, and how product development was organized with regard to these dependencies. It is concluded that there is a complex and dynamic pattern of dependencies that reaches far beyond the developed product as well as beyond individual business units. To deal with these dependencies, development may be organized in teams where several business units are represented. This enables interaction between different business units’ resource collections, which is important for resource adaptation as well as for innovation. The delimiting and relating functions of the team boundary are elaborated upon and it is argued that also teams may be regarded as actors. It is also concluded that a modular product structure may entail a modular organization with regard to the teams, though, interaction between business units and teams is needed. A strong connection between the technical structure and the organizational structure is identified and it is concluded that policies regarding the technical structure (e.g. concerning “carry-over”) cannot be separated from the management of the organizational structure (e.g. the supplier structure). The organizing of product development is in itself a complex and dynamic task that needs to be subject to interaction between business units.

Executives of network organizations seek to combine core competencies and talents of individual firms, along the various links of the value chain for a given project. These firms are brought together in alignment for the purpose of providing organizations a competitive advantage. Using multiple examples as well as results from an extensive research project, this chapter introduces a multidisciplinary model for leading network organizations. The model is informed by theoretical and empirical research and by executive practice. It includes consideration of an organization’s internal interactions as well as its interactions with the environment and with the external organizations within its network. The chapter provides leaders a set of four imperatives for achieving effective collaboration within networks.

The following is an introductory profile of the fastest growing firms over the three-year period of the study listed by corporate reputation ranking order. The business activities in which the firms are engaged are outlined to provide background information for the reader.

This chapter is aimed at filling two important gaps in the large literature on high-involvement work system (HIWS). First, the existing literature tends to focus on North America and Western Europe, and detailed information on HIWS outside of the two regions (especially Asia) is still limited. Second, while there is a large body of quantitative evidence, the literature is relatively scant on detailed account of exactly how specific HIWS practices are implemented in the real workplace. This chapter draws on our extensive field research at firms in Japan, the United States, and Korea, and presents real-world examples of HIWS of firms in Japan, Korea, and the United States. Our detailed account of the implementation of HIWS in the three countries points to an intriguing process of transnational diffusion of HIWS. Japanese firms as early experimenters of HIWS posed a challenge to U.S. firms in the global marketplace, resulting in the trans-pacific diffusion of HIWS which is modified to the U.S. corporate culture. Due to its geographical proximity and historical connections to Japan, Korean firms were initially heavily influenced by Japanese HIWS. However, with the rising link to the United States and Europe, Japanese influence appears to have been waning, and interest in U.S. style HIWS and European-style state-mandated works council has risen, suggesting that a hybrid model may be emerging in Korea.

Since the first days of its independence, Kazakhstan has been overwhelmed by security issues involving its neighbors. It also recognized a number of conventional and unconventional security threats that might undermine stability and development in the region, as well as in the republic. One of the first official documents produced by the Kazakhstan government was the Strategy of Establishment and Development of Kazakhstan as a Sovereign State, initiated by President Nursultan Nazarbayev in May 1992.³ Although specific security threats in Kazakhstan were obvious (as the direction post-Soviet security, military arrangements and the CIS had yet to be determined), three sections of this document dealt specifically with security issues, albeit in relatively vague form.⁴ In the document, President Nazarbayev highlighted the fact that the national security of Kazakhstan had a regional dimension, and that relations with CIS members and other states with interests in Central Asia were very important.⁵ He stressed particularly that his country needed a military doctrine to “prevent and defend against (external) military threat.”⁶ It took several years for this concept of national security to be clarified and conceptualized in a comprehensive document, the Law on National Security of the Republic of Kazakhstan.⁷