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This article focuses on people with complex needs and the impact of Valuing People and Valuing People Now on improving their lives and opportunities. It considers the current situation and challenges, where most people with complex needs have experienced disadvantage and have not seen as much improvement in opportunities as others. Health needs are covered elsewhere in this journal, and so this article looks at the remaining priorities in Valuing People Now: housing and employment. The key issues are explored and the Sustainable Hub for Innovative Employment for People with Complex Needs, established as a result of the Valuing People Now employment work, is described. It explores the lessons learnt so far and the challenges faced, with a summary of the next steps.

The purpose of this paper is to investigate the relationship between team leader's people value and team effectiveness based on social identity theory. This paper focuses on how team leader's people value affects team effectiveness in the Chinese context. It also examines the mediating effect of leader identification between leader's people value and team effectiveness.

A literature review on people value, leader identification and team effectiveness provided the authors' model and hypothesis. Using a sample of 64 teams with 386 employees and 64 team leaders from ten companies, hierarchical regression was conducted to test the hypothesis.

The findings suggest that follower's identification with leader is an important way to understand leader's people value for employees in encouraging employees to strive for team effectiveness. Leaders in teams should pay special attention to their people value for employees.

The data are self‐reported and subject to biases, and may not be accurate, Both the scales of leader identification and team effectiveness were developed in western countries, and they may not capture the full meaning in China. Cross‐sectional data were used in this study; future research should use a longitudinal design to prove the direction of causality among the contracts.

This paper is original in its investigation on how leader's people value influences team effectiveness, through the mediation of leader identification at team level in a Chinese context.

The purpose of this study is to investigate, report and interpret the true, original meaning of the Toyota Way Respect for People (RFP) principles as intended by their creators.

The investigation was conducted by means of a systematic literature review, and findings are reported in an RFP framework and interpreted by proposing a conceptual RFP lean implementation framework.

It was found that the literature on the subject is fragmented, though consistent, among various sources. No single framework was found that explained the RFP principles. The difference between and necessity for two value streams were discovered – a traditional product value stream that highlights problems and an additional people value stream that delivers people that can solve these problems. Furthermore, key emerging themes of RFP were found to be teamwork, develop and challenge people, motivation, develop people as problem-solvers, safety, remove waste and display people’s capabilities.

The conceptual RFP lean implementation framework remains untested. Future research should, therefore, focus on gathering empirical data concerning the applicability and validity of the proposed conceptual RFP lean implementation framework in different contexts.

The explanation of the two different value streams allows organisations to shift their focus towards developing employees’ career paths, which will subsequently contribute towards improved organisational performance. The conceptual framework can also assist managers in providing the necessary psychological support during the change process of lean implementation. Thus, the proposed implementation framework suggests how to show RFP during lean implementation by assisting organisations to have a more balanced focus between the lean tools and techniques and the human side of lean management.

A contribution is made to the prevailing lean implementation literature by reporting the true, original meaning of the RFP principles as a single recapitulated framework. Furthermore, a conceptual RFP lean implementation framework is proposed that incorporates these RFP principles, according them the significance they are due. This review offers an understanding of the people aspect of lean implementation and proposes a practical means of addressing this often-neglected factor. The RFP framework and the RFP lean implementation framework could, therefore, possibly assist organisations in achieving more successful lean implementations.

The purpose of this paper is to present some of the findings from an empirical, mixed methods research project that reveal the importance of the personal value frameworks held by individual staff in the prevention of abuse of older people in private sector care homes.

Semi-structured interviews were undertaken with a sample of 36 care home personnel, including proprietors, care managers and care staff.

A significant number of respondents identified the importance of personal value frameworks among staff providing care as a potential contributory factor in the prevention of abuse of older people.

Though the research draws upon the experiences of only 36 care home personnel through interviews, data suggest that the personal evaluations of staff towards those in their care is a significant contributory factor to the occurrence of abuse.

The research has identified individual staff value frameworks as a causal factor in the occurrence of abuse. The research also confirms that the perceptions of “values” among respondents directly involved in the provision of care are at odds with common understanding of “values” often cited elsewhere in connection with staff recruitment and training as a means of preventing the occurrence of abuse.

Reforms of the Vietnamese economy have been widely credited for stabilizing the value of the state-issued currency in the marketplace. Nevertheless, how people evaluate the Vietnamese dong as a symbolic form can be read as a symptom of shifting economic and political forces, above all in Ho Chi Minh City, a city associated with commerce. Through three ethnographic cases – the introduction of “big money,” the scarcity of “new money” in 2002, and the campaign to build Automated Teller Machines (ATMs), this paper analyzes the contentious politics around symbolic exchange that shape confidence in Vietnamese currency.

The focus of lean has increasingly moved from a tools-based to a systems-based approach with particular emphasis on people. However, a conceptual framework for this is lacking. The people value stream concept provides a starting point for further discussion, research and practical application in this area.

In this conceptual paper, the author draws on their extensive experience with lean through 30 years of researching, leading and consulting in lean transformations.

The people value stream concept is presented together with a series of theoretical, practical and social implications for its application. These include: a rethinking of the role of executives in lean organisations; the importance of people and their experience of work; how the issue of wasted human potential might be addressed; how lean can further evolve; how, in addition to products, people can be made the focus in lean; and how pull and flow can be applied to the people value stream, including what competencies, learning and development, behaviours, accountability, social support and mental and physical wellbeing, are required or should be provided to employees throughout their careers.

This paper widens the existing discussion of people within lean. To the best of the author’s knowledge, for the first time in an academic paper, it discusses this within a lean context by proposing a conceptual people value stream model.

Sustainability can be assessed in the dimensions Profit, Planet and People. A problem with the approach is that these dimensions cannot be added. Another problem is that performance seldom is related to global system boundaries. The purpose of this paper is to study the “what” of sustainability by linking this to global boundaries and proposing “how” the authors could manage change toward sustainability.

Sustainability definitions are reviewed to identify main stakeholders. People value defined as utility is compared to Planet harm as carbon emissions and People harm as prices of products. This approach is examined in business studying the global processes of housing, transporting, providing food and cement manufacturing.

The relative indicators with focus on People utility compare to Planet and People harm seem to be relevant for measuring the level of sustainability. The Crippled Bottom Line of People value/Planet harm and People value/Planet harm is proposed as the “what” to measure and the change process of “understanding-defining-measuring-communicating-leading change” is proposed as the “how” to change.

The research is based on identifying the main stakeholders based on sustainability definitions and from that point mostly on deductive reasoning.

The practical implications are that organizations could define sustainability indicators with objectives that are linked to global limits.

Advocating the use of price as a social indicator could have social implications.

The paper contributes to the discussion of how to link global limits to organizational measurements and targets.

Scholarly discourses regarding heritage values for sustainable heritage management abound in heritage literature but appear elitist as they tend to exclude the perspectives of the people at the lower echelons of society. The study explored the values ascribed to a global heritage monument by the people living around a global heritage site in Ghana and the implications of their perceptual values for sustainable heritage management.

This study used the qualitative design. It was guided by Costin’s heritage values, community attachment theory and values-based approach to heritage management. Data was gathered from the local people living close to the heritage site, and the staff of Museums and Monuments Board at the heritage site. Data were gathered through focus group discussions and in-depth interviews and analysed using the thematic approach and most significant stories.

The results revealed that the local people were aware of the economic, aesthetic, historic, symbolic and informational values of the heritage monument but showed little attachment to the monument. The main reasons for the low attachment were the limited opportunity for them to participate in the management of the monument, and the limited opportunity for direct economic benefits from the heritage asset.

A comprehensive understanding of heritage monument management that reflects the perspectives and values of the local people is imperative.

United Nations Education, Scientific and Cultural Organisation and Ghana Museums and Monuments Board could consider a more community-inclusive heritage management framework that takes cognizance of local values and perspectives to ensure sustainable heritage management and development.

The values and perspectives of the local community matter in heritage management. The heritage authorities need to engage more with the community people and educate them on the best practices regarding the sustainable management of World Heritage Sites.

This paper argues that the management of global heritage sites should not be elitist in orientation and character. It should respect the principle of community participation for inclusive development.

This chapter draws from psychological and organizational research to develop a conceptual model of individual temporality in the workplace. We begin by outlining several general cognitive and motivational aspects of human temporal processing, emphasizing its reliance on (a) contextual cues for temporal perception and (b) cognitive reference points for temporal evaluation. We then discuss how an individual's personal life context combines with the organizational context to shape how individuals situate their time at work through: (1) the adoption of socially constructed temporal schemas of the future; (2) the creation of personal work plans and schedules that segment and allocate one's own time looking forward; and (3) the selection of temporal referents associated with realizing specific, valued outcomes and events. Together, these elements shape how individuals perceive and evaluate their time at work and link personal time use to the broader goals of the organization.

This study aimed to develop an integrative model that comprehensively explores the antecedents of pro-environmental intentions in young people. The study follows customer value theory (CVT) and the theoretical framework of the theory of planned behaviour (TPB).

Data was obtained from a field survey of two secondary schools in Hong Kong. A total of 279 young people (age range: 10–12 years old; 53.8% males) were recruited to complete the survey. Smart-PLS 3 was used to test the research model with partial least squares structural equation modelling.

The findings provided empirical evidence that the perceived values of children regarding environmentalism play an essential role in developing pro-environmental attitudes and behavioural intentions, such as recycling intention and conservation intention. The results support the utility of TPB for its adoption of attitude and behavioural intention as key components of the model. The use of CVT showed that three dimensions of young people’s perceived values, namely, emotional value, functional value and relational value, predict a pro-environmental attitude, while attitude predicts recycling intention and conservation intention.

This study offers crucial insight for schools and the Education Bureau of the Hong Kong Special Administration Region government, who are focussed on spurring the perceived values, attitudes and behavioural intentions of young people towards environmentalism. This study shows that young people’s emotional values, functional values and relational values are important for transforming pro-environmental attitudes into behavioural intentions in young people.

This study measured the impact of young people’s perceived values on pro-environmental intentions. Few studies address how perceived values affect young people’s pro-environmental behaviour. This study integrates CVT and TPB to explore the source of young people’s pro-environmental intentions.