Search results

Recognizing that very less number of research has been conducted on workforce agility, the current research aimed to examine the impact of organizational practices in the form of organizational learning and training, compensation, involvement, team work and information system (IS) on workforce agility. Influenced by the “Black Box” approach, the study also examined the role of psychological empowerment as a mechanism mediating the relationship between organizational practices and workforce agility.

The study has been conducted in selective Indian industries, representing manufacturing and service sector across public and private sectors. Quantitative and qualitative data have been collected from both executives and non-executives through reliable instruments validated in Indian context. Data have been analyzed using descriptive analysis, canonical correlation analysis and multiple regression.

Findings that organizational practices significantly related to workforce agility prove that organizational practices are capable of improving the agile attributes and behavior of the workforce. In detail, team work has the greatest influence on workforce agility, followed by Reward system, employee involvement, organizational learning and training and ISs. Further, the study result also proved the mediating role of psychological empowerment between organizational practices and workforce agility.

Organizations are to design practices related to organizational learning and training, compensation, involvement, team work and IS and implement them efficiently and effectively to enable agility within the workforce, as an agile workforce can only respond proactively to a volatile, uncertain, complex and ambiguous business environment. Further, the result also suggests that managers should design the organizational practices capable of enhancing psychological empowerment, as the combination can deliver better workforce agility.

The research is useful considering very less number of research on workforce agility.

The question of health and safety at work is a central issue for trade unions. In Britain it is an area of concern where there were important legislative initiatives in the 1970s and 1980s, although surprisingly this has received relatively little attention in the debates about trade unionism. This neglect results in an aspect of union activity about which little is known. Explores through a detailed longitudinal study of a middle‐range engineering firm, from the late 1970s into the 1990s, the ways in which trade unions organize and act on health and safety questions. Argues that it is almost “routine” that workers face dangers and hazards at work, a central feature of the work and employment experience of most workers. However, this is often difficult to deal with as individual issues, or as matters which are subject to collective consideration. On the one hand, workers often appear to accept the dangers and hazards they face. On the other hand, managements are preoccupied with questions relating to production and finance, rather than the day‐to‐day problems faced by workers. This tension suggests that the future wellbeing of workers in unionized workplaces lies not so much with legislative provisions and rights at work, but in education and the organizing ability of workplace unions, raising and addressing what often seem like individualistic problems in collective ways.

Increase the workforce involvement in continuous improvement activities is one of the main recommendations of the recent report Rethinking Construction, developed by the UK Construction Task Force. In Brazil, this is also a major issue in most government and industry initiatives for the sector, particularly after the opening of the economy in the mid‐1980s. In this context, this research attempts to contribute to policy making by assessing the degree of workforce involvement in continuous improvement in English and Brazilian construction sites. The results show a generalised poor level of workforce involvement in comparison to the reported practices of other industrial sectors. Hence, the results suggest that current strategies for promoting continuous improvement in the construction sector are failing to bring real change at the operational level due to the lack of leadership and appropriate win‐win relationships.

High-involvement work processes (HIWPs) are associated with high levels of employee influence over the work process, such as high levels of control over how to handle individual job tasks or a high level of involvement at team or workplace level in designing work procedures. When implementations of HIWPs are accompanied by companion investments in human capital – for example, in better information and training, higher pay and stronger employee voice – it is appropriate to talk not only of HIWPs but of “high-involvement work systems” (HIWSs). This chapter reviews the theory and practice of HIWPs and HIWSs. Across a range of academic perspectives and societies, it has regularly been argued that steps to enhance employee involvement in decision-making create better opportunities to perform, better utilization of skill and human potential, and better employee motivation, leading, in turn, to various improvements in organizational and employee outcomes.

However, there are also costs to increased employee involvement and the authors review the important economic and sociopolitical contingencies that help to explain the incidence or distribution of HIWPs and HIWSs. The authors also review the research on the outcomes of higher employee involvement for firms and workers, discuss the quality of the research methods used, and consider the tensions with which the model is associated. This chapter concludes with an outline of the research agenda, envisaging an ongoing role for both quantitative and qualitative studies. Without ignoring the difficulties involved, the authors argue, from the societal perspective, that the high-involvement pathway should be considered one of the most important vectors available to improve the quality of work and employee well-being.

Highlights Norwegian regulatory framework with its employee participation tradition. Posits a response of the UK government was the introduction of new offshore regulations with a required need for safety meetings and elected safety representatives. Recognizes, in Canada, that moving into the production phase of the offshore oil industry triggered a renewed interest in offshore safety. Concludes Norway’s amended offshore oil and gas regulations of 1998 placed heavy emphasis on workers’ input to enable all the changes to take place in a correct manner.

Worker engagement in health and safety (H & S) is a means to reduce risks in construction projects. A measure for worker engagement in H & S is a first step in ensuring improvement and maintenance of worker engagement in the construction industry. The purpose of this paper is to explore the nature of worker engagement in construction by testing a management instrument (WISH) developed to measure it during a construction project.

A stratified sample of workers in a construction project organisation was studied to test the effectiveness of a site‐wide engagement programme (IIF) run by the main contractor. The measurement was repeated 13 months after the first phase to check engagement at that stage of the project and to reduce bias in scoring.

Four key factors emerged as the independent variables on which worker engagement depends. These are: knowledge and capability to engage, perceptions, attitudes and behaviours and actual involvement in H & S risk management. The IIF gave a check on the validity (face, construct and content) of the instrument as a measure of worker engagement. Reliability of the measure was tested by peer scoring at the second measurement phase. The Spearman‐Brown R showed a high degree of inter‐rater reliability in scores, supporting the reliability of the WISH measure.

The study provides a valid and reliable measure of worker engagement in H & S management for construction. The use of this instrument within the construction industry should help managements to improve the effectiveness of their worker engagement programmes.

Prior research into the manufacturing function's contribution to business performance demonstrates two seemingly incompatible approaches: strategic alignment or the identification of best practices. In the former, practices are useful only if they are consistent with the strategy to be implemented; in the latter, better performance derives from certain practices, regardless of the strategic context. The purpose of this paper is to propose a theoretical framework to integrate these approaches according to two types of manufacturing alignment, external and internal, such that organizational performance depends on their interaction.

The framework was tested over the information provided on a questionnaire by 148 Spanish companies in three industrial sectors: industrial and commercial machinery, electronic and other electrical equipment, and transportation equipment.

The level of internal alignment depends on the manufacturing practices; some facilitate alignment under any competitive circumstances, whereas others only do so for specific competitive priorities.

This study reinforces the idea that alignment between manufacturing capabilities and business strategy is fundamental, but it also recognizes some best practices that facilitate alignment in any circumstances. Therefore, it demonstrates that both, the approach based on strategic alignment and that based on the existence of best practices, can be combined to fully explain the potential of the manufacturing function.

Focuses on three management developments for improving organizational performance, with specific reference to fire services. Claims to have applications for most organizations, including rescue services, emergency and disaster planning units. Suggests that opening minds and accepting new information will enable these services to access the benefits of benchmarking and teaming. Provides a literary review, and considers the subject areas as part of an individual vocational study of 15 organizations in three countries (the UK, the USA and Denmark).

The purpose of this paper is to evaluate the agility performance level of manufacturing supply chains using Taguchi loss functions (TLFs) and design of experiment (DoE).

The proposed methodology is used for capturing the various agility losses using appropriate TLFs and the aggregated agility loss is calculated at different situations using DoE. The aggregated agility loss is analysed for comparing manufacturing supply chain agility performance.

The proposed methodology was applied to three Indian auto component supply chains, i.e. X, Y and Z. In total, 27 experiments were carried out using DoE and obtained results show that agility performance level is the highest for X followed by Z, whereas agility performance level is the least for Y.

The proposed methodology is generic in nature and can be applied to a specific environment for comparing performance of different supply chains. The user has to identify the relevant agility enablers and capture the appropriate TLFs for the specific environment in which agility performance level has to be calculated and compared.

The proposed methodology provides an effective approach for evaluating agility performance. It can be used by the supply chain manger to assess the supply chain agility performance level of own company with its competitors. These comparisons will help the manufacturing company to find the areas where it should focus.

Many studies and researches related to implementation and evaluation of agile manufacturing are reported in the literature but very few studies are available for evaluating the supply chain agility performance. This study will definitely provide a guideline for measuring and comparing manufacturing supply chain agility performance in general and Indian automotive supply chain in specific.

Quality management constructs related to management leadership and workforce involvement have consistently shown strong correlation with firm success for years. However, there is an increasing body of research based on complexity theory (CT) suggesting that constructs such as these should be viewed as variables in a complex system with inter-dependencies, interactions, and potentially nonlinear relationships. Despite the significant body of conceptual research related to CT, there is a lack of methodological research into these potentially nonlinear effects. The purpose of this paper is to demonstrate the theoretical and practical importance of non-linear terms in a multivariate polynomial model as they become more significant predictors of firm success in collaborative environments and less significant in more rigidly controlled work environments.

Multivariate polynomial regression methods are used to examine the significance and effect sizes of interaction and quadratic terms in operations scenarios expected to have varying degrees of complex and complex adaptive behaviors.

The results find that in highly collaborative work environments, non-linear and interaction effects become more significant predictors of success than the linear terms in the model. In more rigid, less collaborative work environments, these effects are not present or significantly reduced in effect size.

This study shows that analytical methods sensitive to detecting and measuring nonlinearities in relationships such as multivariate polynomial regression models enhance our theoretical understanding of the relationships between constructs when the theory predicts that complex and complex adaptive behaviors are present and important.

This study demonstrates that complex adaptive behaviors between management and the workforce exist in certain environments and provide greater understanding of factor relationships relating to firm success than more traditional linear analytical methods.