Trends in the participatory process of changing shiftwork arrangements

Abstract

A recent survey by the International Labour Office on changing shiftwork arrangements showed that there were three essential steps commonly taken in the change process in different countries. They could be identified as: (1) group study of operational requirements and workers' needs; (2) establishing feasible options; and (3) consensus building while acting on conflicting interests. The change process was more successful when it was provided with concrete support. Attention is drawn to three major aspects of such support: (a) gathering data about operational requirements of the enterprise and workers' needs and preferences (by applying practical methods such as questionnaire surveys, interviews, group discussion and workshops); (b) support for the participatory development of plans for new arrangements (by organizing a group involving workers' representatives); and (c) training support for facilitating the group work and bargaining required for consensus building. Locally adapted training support is necessary particularly about: (1) understanding shiftwork effects and generally accepted guidelines; (2) how to find feasible options based on gathered data and these guidelines; and (3) how to cope with shiftwork. Thus support from people experienced in facilitating the well-informed, participatory process of change will need to be developed for promoting the improvement of shiftworking conditions.     

Collaborative practices in new product development projects involving suppliers

Abstract

Collaboration with suppliers in New Product Development (NPD) is essential for business competitiveness. However, the management of such collaborative project needs to focus on interactions between team members from different companies since they performed inter-organizational activities. While the impact of collaboration with suppliers on NPD project performance has been widely studied, the investigation of practices to support daily collaborative activities between both teams has received limited attention. This paper aims at developing a framework of operational practices for successful inter-organizational collaboration in NPD. The practices enacted by both project teams in six case studies were examined according to the stages of the collaboration and a knowing perspective. The results revealed some peculiarities linked to the inter-organizational context. Practices interact with each other across stages with a specific dynamic. More particularly, early in the project, practices to justify the collaboration with the suppliers are determinant for practices related to the creation of social interactions between project members and project commitment. The results also show that boundary objects are useful formal socialization mechanisms for supporting the undertaking of collaborative work.     

Inter-Organizational Learning and Strategic Renewal in SMEs: Extending the 4I Framework

This article explores how mature SMEs which lack internal resources access external knowledge to facilitate strategic renewal. Organizational learning, in contrast to entrepreneurial learning, recognizes that owner-managers must distribute knowledge throughout the firm to achieve competitive benefits. Three case studies demonstrate how external ‘knowledge providers’ (customers, suppliers and educational institutions) help institutionalize ‘new’ knowledge. Initially, learning from inter-organizational relationships requires owner-managers to be proactive in accessing and extending appropriate inter-organizational relationships. Second, external organizations can play an active role by ‘intertwining’ knowledge to support the development of processes, systems and routines that distribute and institutionalize learning throughout the organization. The three cases have practical implications for owner-managers and add to academic knowledge via the extension of Crossan et al's 4I model of organizational learning.     

Taipei,Taiwan: A transformational learning event: Reflecting on the 4th Asian Conference of Academy of Human Resource Development

Abstract

The 4th Asian Conference of the Academy of Human Resource Development held in Taipei, Taiwan, nurtured new learning, networking and international integration. As we reflected upon the experience in Taiwan, the realization was evident that we now view the world from a global perspective. We no longer look at the world through our own country's lenses. Through participation in this transformational learning event, the way we see the world and ourselves has changed as well as enriched our HRD knowledge.     

Complex technological capabilities in emerging economy firms: The role of organizational relationships

Formal organizational relationships are important sources for capability building in emerging economy firms eager to move up the value chain. We examine how access to valuable knowledge available to firms via organizational relationships creates learning opportunities necessary for the development of complex technological capabilities. Using a sample of 852 observations of emerging economy firms from the Indian software industry between 1992 and 2000, we find that developing strong domestic intra-organizational relationships, through affiliation with a moderately diversified business group or operating in a related industry, promote more complex technological capabilities. In the case of foreign inter-organizational relationships, we find that greater foreign client contact enhances the complexity of firm technological capabilities. However, accessing knowledge from domestic inter-organizational relationships appears to hinder the development of firm complex technological capabilities. An interesting result from our research was that having greater access to knowledge from foreign intra-organizational relationships, embedded within foreign subsidiaries, did not lead to the development of complex firm technological capabilities. The results of our study highlight that for emerging economy firms wanting to improve their complex technological capabilities, there may be diminishing benefits to learning from and acquiring knowledge available within specific types of formal organizational relationships.     

Action e-learning: An exploratory case study of action learning applied online

Abstract

Web-based instruction, also called e-learning, is currently one of the most talked-about education and training media. To prepare courses for online delivery and to maintain their effectiveness, the designer must have an understanding of e-learning instructional design principles. Action learning is a proven, effective management development process that has not been implemented to date as an e-learning instructional methodology. The purpose of this exploratory case study was to examine the impact of the action learning process on the effectiveness of management level web-based instruction (WBI). A leader-led, management-level course using face-to-face delivery was converted to web-based instruction where action learning was the delivery methodology. Kirkpatrick's Four Levels of Evaluation served as the evaluation tool to determine effectiveness of the intervention. It was found that, though challenging to facilitate, the action learning online method is effective and yields changes in participants' knowledge. However, contrary to expectations, online learning communities did not form.     

Economic manufacturing quantities under conditions of learning and forgetting (EMQ/LaF)

Abstract

Abstract. It has been empirically observed that productivity improves as production continues due to system 'learning’, but that it deteriorates once the activity is stopped due to system 'forgetting’. Both learning and forgetting follow an exponential form with a 'doubling factor’ ranging between 0.75 and 0.98. We review and critique two previously proposed models, correct some minor errors in them, and expand one of them to accommodate a finite horizon. We also propose a new model that is more in harmony with the established learning function, for the determination of the optimal number and size of the lots in the finite and infinite horizon. The methodology used throughout is dynamic programming. We investigate the impact of all three models on the optimal lot sires and their costs, and establish the functional relations between the total cost and the various factors affecting them.     

An approximate summarization method of process data for acquiring knowledge to improve product quality

This paper describes a machine learning approach for a manufacturing database. The method is presented in the Nb-Ti superconducting wire domain. A Nb-Ti superconducting wire is produced by iterating the drawing and heat treatment operations. The purpose is to obtain approximate summarization of process data that describes how a production schedule can be improved for better product quality. The method consists of the following steps: First, define a ranking function for a production schedule. Then, generate 'positive' and 'negative' instances for improving a production schedule by comparing a pair of schedules and their ranking values in the database. Using a machine learning technique, called 'ID3', a 'modification patterns' are obtained that generalize the data for better production quality. The final step is to extract approximate information from the induced patterns, which is both desirable for easier understanding by human experts and necessary to avoid being too much influenced by excessive details or disturbances. Two criteria are proposed, correctness and applicability indices, for this approximation.     

A decision support system for the selection of a casting process using analytic hierarchy process

This paper presents an Analytic Hierarchy Process (AHP) based decision support system to select the most suitable casting process for a given product. The hierarchical structure of the proposed method allows the decision maker to compare the different casting processes using the material suitability and flexibility, geometrical complexity, dimensional tolerance and surface finish of the casting, and the cost as the criteria for selection. Judgemental inconsistency of the decision maker in selecting the casting process is taken care by ensuring that the value of consistency ratio is below (0.1). A numerical example is presented to illustrate the effectiveness of the proposed methodology for selecting the suitable casting process.     

The impact of a participatory organizational intervention on job stress in community health care institutions

The aim of the present study was to investigate the effect of a short-term participatory intervention in health care institutions in Norway on workers' control, other job characteristics, job stress, subjective health and job satisfaction. Participants (including managers and supervisors) were randomly allocated to intervention groups and to a control group. Actions to solve problems based on the employees' own perceptions of the main problems were seen as the key motivators for organizational improvement and increased control at the task and office level in the work situation. The main stressors identified by the participants in this study were lack of information, communication and respect between professions, as well as the need for professional and personal development. The participatory intervention had a positive, but limited effect on work-related stress, job characteristics, learning climate and management style, and seemed to have started a beneficial change process. There were no negative short-term effects on work-related stress and job demands. Organizational interventions may be a potential training ground for acquiring participatory skills and resources, and if sustained after the intervention period, they can have long-term effects on problem solving, job stress and employee satisfaction.     

Dynamic scheduling of manufacturing job shops using extreme value theory

Most job shop scheduling approaches reported in the literature assume that the scheduling problem is static (i.e. job arrivals and the breakdowns of machines are neglected) and in addition, these scheduling approaches may not address multiple criteria scheduling or accommodate alternate resources to process a job operation. In this paper, a scheduling method based on extreme value theory (SEVAT) is developed and addresses all the shortcomings mentioned above. The SEVAT approach creates a statistical profile of schedules through random sampling, and predicts the quality or 'potential' of a feasible schedule. A dynamic scheduling problem was designed to reflect a real job shop scheduling environment closely. Two performance measures, viz. mean job tardiness and mean job cost, were used to demonstrate multiple criteria scheduling. Three factors were identified, and varied between two levels each, thereby spanning a varied job shop environment. The results of this extensive simulation study show that the SEVAT scheduling approach produces a better performance compared to several common dispatching rules.     

Improving control through effective performance measurement in SMEs

Research has demonstrated that the use of performance measures in SMEs (small to medium sized enterprises) is limited. Financial measures, which are required for examination by external stakeholders, are generally well developed. However, operational measures are typically ad hoc and lack formal structure. A structured approach to measuring perform ance in SMEs should improve strategic control. Current approaches, however, have proved inadequate for the specific requirements of the SME sector. A new process is presented for developing effective performance measurement in SMEs, which is tested through a case study. The aim of the process is to develop measures that drive operational performance towards the achievement of strategic objectives. The results of the case study demonstrate the potential of the process for improving strategic control and stimulating continuous improvement in SMEs.     

Development of ‘timescapes' to effectively manage global inter-organizational relational communications

The globalization of business has resulted in the emergence of hyper-competition in many industries. Given the geographic, economic, and cultural dispersion of markets, many organizations have developed network structures to increase their strategic flexibility and to preserve idiosyncratic assets. This reliance on inter-organizational relationships has created an increased need to improve coordination and communication among the members of the global network. The problems associated with effective inter-organizational communications are exacerbated by the accelerating rate of change and time …a ‘quickening' of events. Moreover, managers are required to adapt to the eventful differences in time across national and organizational cultures. This paper develops the concept of ‘timescapes' to facilitate effective inter-organizational and inter-cultural communications. A managerial process for decision-making relative to global communications is also presented in the paper.     

A machine-learning approach for a sintering process using a neural network

This paper presents a machine-learning approach using a multi-layered neural network (NN) with application to a sintering process in an iron- and steel-making plant. Our method induces 'operational rules' that determine operational conditions to obtain products that meet a given quality specification. In our application, an operational condition decides the appropriate ranges of chemical composition and heat input to obtain sinter with desirable properties. Our approach consists of two stages. First, backpropagation (BP) training is performed to obtain a NN which decides whether a given condition is appropriate or not. Secondly, from the trained NN, we extract rules which explain what operational conditions are appropriate. In spite of the effective learning capability, a major drawback of a NN is 'unreadability' of the learned knowledge, or the lack of an explanatory capability, which is crucial in the second stage. We developed a rule extraction algorithm which contributes to overcoming this 'unreadability'. The extracted rules are found to agree well with the knowledge in material science.     

Solving a process engineer's manpower-planning problem using analytic hierarchy process

The role of a process engineer (PE) is vital in a high-technology organization. Generic manpower-planning approaches, such as regression or mathematical programming methods, are difficult to apply to PE manpower-planning problem. A simple production-volume to staffing-level ratio did not properly reflect the required PE staffing needs. This research considered both production volume and complexity to plan the required PE staffing level. Production complexity is an indicator of the amount of PE attendance time, and this is innovatively evaluated in the present study using the analytic hierarchy process (AHP). A case study is used to illustrate the proposed methodology.     

Social Learning in Transnational Spatial Planning Processes: An Analysis of the ‘V4+2’ Cooperation on Spatial Development

ABSTRACT

Social learning can offer a useful lens to analyse multi-actor cooperation processes and their outcomes. In this paper, a conceptual framework based on learning theories is applied to a recent transnational spatial planning process in Central Europe to analyse how the cooperation agenda was shaped, a joint strategy developed, and to understand the possible policy effects of this process. The findings allow a reflection on the potentials of, and challenges for, multi-actor cooperation on spatial planning in large regions covering several countries.     

国外公司创业投资中组织间学习研究述评

公司创业投资中,组织间学习的研究打开了公司创业投资价值创造机制的"黑箱"。不同类型的学习及社会互动是公司创业投资中组织间学习的关键机制,而知识产权保护、吸收能力、相关度、社会网络和社会资本是公司创业投资中组织间学习的重要影响因素。基于此,对未来的研究方向进行了探讨。     

Acquiring technological competencies through inter-organizational collaboration: An organizational learning perspective

Firms are becoming increasingly sophisticated in their technology strategies and are procuring know-how through a variety of collaborative methods including licensing agreements, joint ventures, minority investments, and equity acquisitions. This paper examines the relationship between an organization's learning capability and inter-organizational collaboration in acquiring technological competencies. Organizational learning is posited to be a mediating mechanism through which technological competencies are developed via varying levels of organizational interaction. A general model is developed which suggests an “efficient fit” relationship between an organization's ability to learn, characteristics of the technology, and mode of inter-organizational collaboration. The concept of a “learning gap” is introduced, and managerial implications are suggested. Finally, propositions are developed to facilitate future empirical research.     

An appraisal of key factors in the implementation of occupational stress interventions

Empirical research on stress intervention in organizations, and experience from organizational change programmes in general, indicates that obtaining intended change is often more difficult than it had been conceived to be at the outset. In order to facilitate the accomplishment of stress prevention and effective organizational change, this paper examines the importance of the social and cognitive processes influencing the implementation of any intervention. It states that if change is to be managed skilfully, it is important (1) to create a social climate of learning from failure, (2) to provide opportunities for multi-level participation and negotiation in the design of interventions, (3) to be aware of tacit behaviours that possibly undermine the objectives of interventions, and (4) to define roles and responsibilities before and during the intervention period.     

国外跨组织领导研究前沿探析

首先对以往研究中跨组织领导的概念界定做总结归纳;进而以HUXHAM等提出的跨组织领导概念框架作为理论基础,就个体组织层面跨组织领导行为和协作网络层面周边领导要素2种领导力量各自的内涵及效能的现有研究开展综合评述,并进一步针对两者间的互动关系,提出新的跨组织领导效能演进机制框架。