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Nowadays, firms are keen on improving the quality culture in the organizations. The proven success of Lean and Six Sigma has given rise to the synergetic Lean Six Sigma (LSS) approach that has been catching fire in the past one decade. However, there exists a gap between the understanding and implementation of LSS in the organizations, especially in the emerging economies. Taking this as a valuable opportunity, the purpose of this paper is to present a development of LSS training module.

This study starts with a literature review of LSS to reinforce the understanding of the research subject in scope of manufacturing sector. Then, an online questionnaire was designed and used to collect responses from 181 companies located in the Indian sub-continent. Subsequently, the results obtained from the survey were analyzed using COARSE approach.

This study reveals two key findings and associated contributions. First, it was found that the overall awareness of LSS within the responded manufacturing firms is about 70.4 percent. Second, there is no single standard training module that exists in any of the sampled firms to cater to their quality programs. Hence, in order to improve the LSS awareness which could subsequently help managers as a resource for creating an efficient workplace, this paper presents a structured LSS training framework.

Although this paper presents the importance of LSS and associated awareness level among the responded firms, more empirical evidence is required to generalize the model findings. Second, this study is scoped to firms that work out of the Indian sub-continent, and this provides a future opportunity to expand the scope of this research toward a global study for a comparison between emerging and developed economies. Third, this study is limited to manufacturing firms and hence paves an opportunity to research on a similar theme in services context as well.

Before embarking on an LSS journey, an organization can use the LSS training module proposed in this study to assess the employee awareness on LSS. Furthermore, organizations that already have a mature LSS practice can incorporate the LSS training module for periodic evaluation of the employees for effective change management.

The training module presented in this paper is the original contribution by the authors. This is no association to any single identifiable organization or associated funding. The direct practical implication of its application in real time is the value that managers could derive from the proposed LSS training framework.

This paper aims to follow-up on previous research by studying the degree of management commitment to information and communication technology (ICT) safety and security within network companies in the electric power supply sector, implementation of awareness creation and training measures for ICT safety and security within these companies and the relationship between these two variables.

Data were mainly collected through a survey among users of ICT systems in network companies within the Norwegian electric power supply sector. In addition, qualitative data were gathered through interviews with representatives from the regulatory authorities, and observation studies were conducted at ICT safety and security conferences.

In accordance with previous research, our survey data showed a statistically significant correlation between management commitment to ICT safety and security and implementation of awareness creation and training measures. The majority of survey respondents viewed the degree of management commitment to ICT safety and security within their own organization as high, even though qualitative studies showed contradictory results. The network companies had implemented awareness creation and training measures to a varying degree. However, interactive awareness measures were used to a lesser extent than formal one-way communication methods.

The paper provides insight into management commitment to and implementation of awareness creation and training measures for ICT safety and security within network companies.

The purpose of this paper is to survey the status of information security awareness among college students in order to develop effective information security awareness training (ISAT).

Based on a review of the literature and theoretical standpoints as well as the National Institute of Standards and Technology Special Publication 800-50 report, the author developed a questionnaire to investigate the attitudes toward information security awareness of undergraduate and graduate students in a business college at a mid-sized university in New England. Based on that survey and the previous literature, suggestions for more effective ISAT are provided.

College students understand the importance and the need for ISAT but many of them do not participate in it. However, security topics that are not commonly covered by any installed (or built-in) programs or web sites have a significant relationship with information security awareness. It seems that students learned security concepts piecemeal from variety of sources.

Universities can assess their ISAT for students based on the findings of this study.

If any universities want to improve their current ISAT, or establish it, the findings of this study offer some guidelines.

The aim of this research is to make users aware of the importance surrounding the issue of security and security awareness while at the same time making educators as well as other individuals aware of the differing effects of cultural dimensions into the learning process.

An inter‐cultural study was conducted to investigate if users from the USA and Taiwan exposed to the same situational awareness learning would have different performance in those security awareness outcomes.

The findings confirm that American users who received the situational learning outperformed those users who received the traditional face‐to‐face instruction. Taiwanese users did not perform significantly differently between these two treatments.

The study was only focused on two countries and therefore may limit its implications worldwide. But the study does show that global citizens also react differently to security awareness as would be expected due to differing cultures. Certainly, awareness of the risks and safeguards is the first line of defense that can be employed by any individual, but how individuals address these risks can be very dissimilar in different cultures. Therefore, the implications are apparent that the issue of security awareness should be studied from different cultural perspectives.

This paper offers original findings and value into the investigation of whether or not situational security awareness training is culturally‐bounded.

The aim of this study is to encourage management boards to recognize that employees play a major role in the management of information security. Thus, these issues need to be addressed efficiently, especially in organizations in which data are a valuable asset.

Before developing the instrument for the survey, first, effective measurement built upon existing literature review was identified and developed and the survey questionnaires were set according to past studies and the findings based on qualitative analyses. Data were collected by using cross-sectional questionnaire and a Likert scale, whereby each question was related to an item as in the work of Witherspoon et al. (2013). Data analysis was done using the SPSS.3B.

Based on the results from three surveys and findings, a principle of information security compliance practices was proposed based on the authors’ proposed nine-five-circle (NFC) principle that enhances information security management by identifying human conduct and IT security-related issues regarding the aspect of information security management. Furthermore, the authors’ principle has enabled closing the gap between technology and humans in this study by proving that the factors in the present study’s finding are interrelated and work together, rather than on their own.

The main objective of this study was to address the lack of research evidence on what mobilizes and influences information security management development and implementation. This objective has been fulfilled by surveying, collecting and analyzing data and by giving an account of the attributes that hinder information security management. Accordingly, a major practical contribution of the present research is the empirical data it provides that enable obtaining a bigger picture and precise information about the real issues that cause information security management shortcomings.

In this sense, despite the fact that this study has limitations concerning the development of a diagnostic tool, it is obviously the main procedure for the measurements of a framework to assess information security compliance policies in the organizations surveyed.

The present study’s discoveries recommend in actuality that using flexible tools that can be scoped to meet individual organizational needs have positive effects on the implementation of information security management policies within an organization. Accordingly, the research proposes that organizations should forsake the oversimplified generalized guidelines that neglect the verification of the difference in information security requirements in various organizations. Instead, they should focus on the issue of how to sustain and enhance their organization’s compliance through a dynamic compliance process that involves awareness of the compliance regulation, controlling integration and closing gaps.

The rapid growth of information technology (IT) has created numerous business opportunities. At the same time, this growth has increased information security risk. IT security risk is an important issue in industrial sectors, and in organizations that are innovating owing to globalization or changes in organizational culture. Previously, technology-associated risk assessments focused on various technology factors, but as of the early twenty-first century, the most important issue identified in technology risk studies is the human factor.

Personality disorder is reported to elicit strong emotional responses and negative attitudes in mental health staff (Bodner et al., 2015). The purpose of this paper is to provide an overview of the design and development of a co-produced e-learning training package for personality disorder awareness and an evaluation of its effectiveness. This study was carried out to explore if e-learning is an effective mode of training delivery for raising personality disorder awareness.

The e-learning was uniquely developed by subject matter experts working in co-production with people with lived experience. Self-reported measures were completed at three separate intervals to evaluate the effectiveness of the training: at pre-, post- and three-month follow up. Quantitative data were collected via these questionnaires.

The results from this evaluation show that e-learning is an effective mode of delivery for raising the awareness of personality disorder among mental health professionals, achieving similar outcomes to those reported following face-to-ace training.

Attrition at follow-up phase was high which was consistent with other similar studies. The evaluation was led by the lead contributors and in the geographical area of its development. The study was relatively small and the participants were self-selected, therefore findings should be treated with caution.

E-learning can provide flexible training to compliment and act as an alternative to face-to-face personality disorder training. E-learning may provide an alternative refresher course to knowledge and understanding framework or other face-to-face methods. Co-produced training can be mirrored within an e-learning programme, careful planning to ensure the service user voice is heard and that their lived experience is embraced is required.

This is the first evaluation of a co-produced e-learning only personality disorder awareness training. It is also the first paper to carry out a review of the published evaluations of personality awareness training in the UK with comparisons explored across the studies.

States that business survival depends on the assured continuity of core business activities and supporting services. Business continuity (BC) plans are therefore developed to provide this assurance, but the best laid plans of mice and men can and often do go astray because the details of the plans are not effectively communicated to the people responsible for implementing them. There is no doubting the power of communication as a vital ingredient to success in all endeavours. This article draws on KPMG’s long involvement in BC consulting and sets out a template for a BC awareness, training and testing programme.

This paper aims to examine the effects of watching a video providing knowledge about either a Sikh student or an older student on participants' knowledge about each particular group, their attitudes towards that group.

The study used a pre‐post experimental design and examined the effects of diversity awareness training using a short web‐based video.

Results indicated that watching a Sikh video significantly increased knowledge of Sikhs and had a marginally significant effect on improving attitudes toward that target group. Additionally, White participants experienced a greater positive attitude change towards Sikhs than non‐White participants. There were no significant effects on knowledge or attitude change for older individuals. However, watching either video was associated with a decline in participants' multiculturalism attitudes.

The results suggest that further work is needed on the effects of specifically focused diversity training as well as more general multicultural training. The study only examined short‐term change in participants' knowledge and attitudes: more research is needed to examine the long‐term effects of diversity training.

The results indicate that organizations should perform some type of need assessment prior to conducting diversity training because narrowly focused diversity training is not likely to have generalized effects.

The paper should interest academics and practitioners since there is very little research that has examined how diversity training works and whether it is effective.

Organizations are increasingly investing in disability-specific sensitization workshops. Yet, there is limited understanding about their hoped outcomes, that is, increased knowledge about disability-related issues and behavioral changes with respect to those with a disability. The purpose of this paper is to examine the effectiveness and boundaries of disability-specific sensitization training in organizations.

This is an interview-based study where 33 employees from five industries across India were interviewed over the span of a year.

The findings suggest that sensitization workshops are successful with regard to awareness generation. Paradoxically, the same awareness also reinforced group boundaries through “othering.” Further, workshops resonated more so with individuals who already had some prior experience with disability, implying that voluntary sensitization is likely attracting those who have the least need of such sensitization. The findings also suggest that non-mandated interventions may not necessarily influence organizational level outcomes, especially if workshops are conducted in isolation from a broader organizational culture of inclusion.

The present study helps outline effects of sensitization training initiatives and enhances our understanding about how negative attitudes toward persons with a disability can be overcome. The study also indicates how such training initiatives may inadvertently lead to “othering.” Finally, this study offers suggestions to human resource managers for designing impactful disability sensitization workshops.