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The purpose of this paper is to describe common errors made by business leaders as the foundation of a new approach for improving leadership capabilities and effectiveness. Introduces the concept and practice “standardized work” to the duties of executive‐level leadership.

This paper utilizes a qualitative approach coupled with deductive reasoning and empirical data from the management practitioner community.

A practical framework for implementing standardized work can be created in relation to the strategic and day‐to‐day tasks of executive leadership by providing a new definition of leadership, a precise description of business principles, and a standard skill set for executives.

This proposal for applying standardized work to the role of executive leadership has not been validated in actual business conditions, though similar concepts have been in effect at some large corporations for decades, with varying degrees of success.

Many of the same types of errors are repeated over generations of leaders. Most of these errors can be eliminated if executive leadership will practice the proposed standardized work.

This paper contributes to the literature and to leadership practice by introducing the concept “standardized work” to the duties of executive‐level leadership and providing a framework for its application that can aid in the long‐term success of organizations through generations of leaders.

The purpose of this paper is to highlight the lessons learned from two kaizen events for productivity improvement in a printing company. The paper suggests how to organize lean tools to improve productivity through the use of organized kaizen events in the printing industry to meet defined targets.

This paper is based on a field study involving participant observations. The relationships among the three specific tools, line balancing, standardized work and standardized layout that are used in a kaizen event of a printing factory, are examined.

Application of a mix of lean tools resulted in significant productivity improvements of 10-30 percent in the assembly area of the printing company. Based on the outcomes of the lean tools that are applied in various work areas, the best combinations of lean tools are identified and several key considerations are discussed.

This paper shows that a combined set of lean tools such as line balancing, standardized work and standardized layout can be applied to improve productivity in the printing operations, which is identifiable with a mix of processes that are both labor intensive and equipment flexible.

The paper fills the literature gap on the use of specific lean tools: line balancing, standardized work and standardized layout in the printing industry. The findings from this research can be applied to other assembly systems that are similar to the printing industry.

The purpose of this paper is to identify the non-value-adding activities (NVAs) of core making process and to eliminate them through the standardization-of-work (SW) procedures in a manufacturing company.

The action-research methodology was adopted for the current study. First, various lean tools were identified through literature review, and the bottleneck area was identified in discussion with the shop-floor executives. NVAs were recorded after a continuous process study including method study and motion analysis followed by the standard operating procedure. Second, the standardized work combination tables were prepared and NVAs were eliminated using the SW procedures. SW has been opted because it is a set of actions which helps in analyzing, improving and controlling the process and it leads to continual improvement.

The production logbook revealed that the capacity in this particular workstation was 54 pieces per 7 h work shift against the current production of approx. 45–50 pieces (past data). SW saved 31.6 s per cycle which boosted the production up to 58 pieces per 7 h work shift. Finally, the authors came to know that the productivity of this particular process increased up to 6.5 percent which may upsurge if this action is executed continually with the support from shop-floor executives and management. These results were also compared with previous research works in this area and found significant relevance, and hence, the results appear to be reliable.

This is a unique study in itself which explores the lean model by assessing NVAs of core making process. The proposed approach needs to be tested across different other core making processes of the case company so as to generalize the effectiveness of SW as well as the results obtained in the current study.

The current study illustrates an important step to give more visibility to the lean concept by addressing the problem of lack of standard procedures. This study will help the shop-floor executives and managers to focus their efforts in achieving high performance through effective implementation of SW. The study should be of the interest of researchers in the area of lean manufacturing, operations management, productivity analysis, etc.

The findings of this study are based on the problem formulation for productivity gains using SW procedures in the case company. The study introduces a new perspective for the execution of SW for core making processes. SW created transparency in workflow, enhanced the safety and eliminated the 3Ms. The outcome of the current study was discussed with the production team and management of the company to validate the productivity gains and received an optimistic response. Most importantly, these improvements were achieved with no investment in machinery or tooling.

COVID-19 placed millions of employees under work-from-home/telework. Employers intend extending telework for the long-term, anticipating business benefits. But the benefits are impacted by employees' well-being/ill-being, which is affected by the satisfaction of psychological needs. In turn, need satisfaction is influenced by employees' personal/job attributes. As work-from-home's blended environment disrupts routines, the satisfaction of the psychological need for structure or routines was examined in this study, along with the effect of personal/job attributes.

Cross-section primary data were collected from 500 teleworking information technology employees from India and analysed using partial least squares structural equation modelling. Vigour and exhaustion represented well-being and ill-being. Telework self-efficacy, standardised job, technology assistance and supervisor social support were the determinants or personal/job attributes. Need for structure satisfaction was the mediator.

Telework self-efficacy, technology assistance and supervisor social support were positively associated with structure satisfaction. In turn, structure satisfaction was related positively with vigour and negatively with exhaustion, and thus mediated between personal/job attributes and vigour/exhaustion. Standardised job did not affect vigour, exhaustion or structure satisfaction.

Need for structure is mostly studied as a trait, with implications of greater/lesser preference for structure examined. However, this work acknowledges structure as a basic ubiquitous need. Everyone needs some structure. Hence, need for structure is researched from the novel perspective of its satisfaction. This paper also uniquely combines job demands–resources model which identifies personal/job attributes, with concepts of epistemic which posit the need for structure.

While staffing agencies are gaining importance in work relationships with the highly skilled workforce, their work relations with highly skilled independent contractors have not been investigated yet. Staffing agencies as labor market intermediaries charge a fee to help independent contractors as well as client organizations to create contracts for services while independent contractors remain self-employed. Besides their growing relevance, their exact role remains unclear. Thus, the purpose of this paper is to analyze the role of staffing agencies in work relationships with highly skilled independent contractors.

The authors applied a mixed-methods design comprising a qualitative interview study with independent contractors and staffing agencies’ representatives (n=29) coupled with a quantitative survey of staffing agencies (n=81).

The analysis shows that staffing agencies are important actors in work relationships with highly skilled independent contractors. However, the relationships can be differentiated into rather standardized ones on the one hand and individualized relations on the other hand. This seems to correspond with differences between sectors.

First, the authors discuss staffing agencies as new intermediaries and highlight their relevance in the negotiation of working conditions. Second, the authors emphasize variations of the role of staffing agencies in triadic work relationships of highly skilled independent contractors in relation to specificities of sectors. Third, the study also adds on organizational support theory and related research.

The stiffening international competition facing the Swedish chemical industry has led to a transition from commodity chemicals to speciality chemicals. Emphasis on speciality chemicals places demands on the flexibility of production systems. Analyses the issues regarding flexible production in the chemical industry in terms of the means of achieving flexibility and factors affecting flexibility, based on a study designed as a case study of two production units in a Swedish chemical company. Demonstrates the multi‐dimensional nature of the problems surrounding flexibility, and that technical and social factors interact to achieve a state of flexibility. Controlled by skilled employees, new technology may be a powerful means of achieving flexibility. Shows that technological factors may be associated with heavy restrictions that can be only partly offset by the social system.

Companies with routine operations often pursue team‐based continuous improvement in the context of standardized work. Continuous improvement requires that work standards are periodically “unlocked”, i.e. made objects of reflection and improvement. This paper aims to theorize and empirically explore a method for unlocking standards which has received little attention in the literature: systematic work observation. It identifies which factors constitute and promote a work observation practice that supports continuous improvement.

The paper presents an explorative, qualitative case study of an industrial company in which systematic work observation is practiced. Empirical material was collected from two principal sources: company documentation and teaching material; and interviews with workers, managers and work design experts from three of the company's major plants.

Systematic work observation supports continuous improvement when there is genuine two‐way communication between the worker being observed and the supervisor acting as observer. Through dialogue, the appropriateness of the standard procedure is reflected on. Systematic work observation is supported by frequent day‐to‐day interaction between supervisors and workers. Frequent interaction builds relationships of trust and a shared purpose. A necessary requirement is that supervisors are technically competent and know the details of the operating procedures. The results also indicate that supervisors, not fellow workers, should preferably take the role as observers.

Systematic work observation as an instrument for continuous improvement has not yet been explored in a serious scholarly manner. The findings of this paper have practical implications for companies that wish to implement systematic work observation.

The purpose of this paper is to explore job design mechanisms that enhance team proactivity within a lean production system where autonomy is uttermost restricted. We propose and test a model where the team learning process of building shared meaning of work mediates the relationship between team participative decision-making, inter team relations and team proactive behaviour.

The results are based on questionnaires to 417 employees within manufacturing industry (response rate 86 per cent) and managers’ ratings of team proactivity. The research model was tested by mediation analysis on aggregated data (56 teams).

Team learning mediates the relationship between participative decision-making and inter team collaboration on team proactive behaviour. Input from stakeholders in the work flow and partaking in decisions about work, rather than autonomy in carrying out the work, enhance the teams’ proactivity through learning processes.

An investigation of the effects of different leadership styles and management policy on proactivity through team-learning processes might shed light on how leadership promotes proactivity, as results support the effects of team participative decision-making – reflecting management policy – on proactivity.

Lean production stresses continuous improvements for enhancing efficiency, and such processes rely on individuals and teams that are proactive. Participation in forming the standardization of work is linked to managerial style, which can be changed and developed also within a lean concept. Based on our experiences of implementing the results in the production plant, we discuss what it takes to create and manage participative processes and close collaboration between teams on the shop floor, and other stakeholders such as production support, based on a shared understanding of the work and work processes.

Learning at the workplace is essential for long-term employability, and for job satisfaction and health. The lean concept is widely spread to both public bodies and enterprises, and it has been shown that it can be linked to increased stress and an increase in workload. Finding the potential for learning within lean production is essential for balancing the need of efficient production and employees’ health and well-being at work.

Very few studies have investigated the paradox between lean and teamwork, yet many lean-inspired productions systems have teamwork as a pillar for enhancing effectiveness. A clear distinction between autonomy and participation contributes to the understanding of the links between job design, learning processes and team proactivity.

The purpose of this paper is to contribute toward a deeper understanding of the new roles, responsibilities, and job characteristics of employees in Lean healthcare organizations.

The paper is based on three cases studies of healthcare organizations that are regarded as successful examples of Lean applications in the healthcare context. Data were collected by methods including interviews, observations, and document studies.

The implementation of Lean in healthcare settings has had a great influence on the roles, responsibilities, and job characteristics of the employees. The focus has shifted from healthcare professionals, where clinical autonomy and professional skills have been the guarding principles of patient care, to process improvement and teamwork. Different job characteristics may make it difficult to implement certain Lean practices in healthcare. Teamwork and decentralization of authority are examples of Lean practices that could be considered countercultural because of the strong professional culture and uneven power distribution, with doctors as the dominant decision makers.

Teamwork, value flow orientation, and company-wide involvement in CI were associated with positive effects on the organizations’ working environment, staff development, and organizational performance.

In order to succeed with Lean healthcare, it is important to understand and recognize the differences in job characteristics between Lean manufacturing and healthcare. This paper provides insights into how Lean implementation changes the roles, responsibilities, and job characteristics of healthcare staff and the challenges and implications that may follow from this.

The aim of the study is to investigate and to understand the practice of implementing and operating the QMS in an organisational context, providing an analysis of the way ISO 9001:2000 was implemented and operated and focusing on identifying factors which have negatively or positively influenced the effects of the quality management system (QMS).

Three case studies of small organisations were examined. The methodological approach was based on Porras and Robertson's model. The data collection methods included interviews, a questionnaire survey of all employees and document studies.

ISO 9001:2000 was implemented and operated with minimum effort and little change was experienced. QMS was not perceived as a tool for managing processes, but as a tool for handling documentation. Consequently, this was reflected in the benefits achieved. Despite the external benefits which followed from obtaining the certificates, only minor internal benefits were found. Internal motivation, engaged and trained employees, a competent quality manager, committed CEO and development‐oriented auditors were identified as critical, influencing the effects from ISO 9000. In general, in the way ISO 9001:2000 was implemented and operated many opportunities for improvement were lost.

The choice of small organisations for the case studies has important implications for the results. Small organisations often lack resources, which limits the initiatives that they can take.

The QMS and its effects are not determined by the ISO 9001 requirements, but by the organisational context and the way the system is implemented and operated.

The paper provides an explanation why organisations achieve very different results from ISO 9001 implementation. It also shows that certification bodies may have an important role for the effectiveness of the QMS.