Optimal Inventory Control with Retail Pre‐Packs

A pre‐pack is a collection of items used in retail distribution. By grouping multiple units of one or more stock keeping units (SKU), distribution and handling costs can be reduced; however, ordering flexibility at the retail outlet is limited. This paper studies an inventory system at a retail level where both pre‐packs and individual items (at additional handling cost) can be ordered. For a single‐SKU, single‐period problem, we show that the optimal policy is to order into a “band” with as few individual units as possible. For the multi‐period problem with modular demand, the band policy is still optimal, and the steady‐state distribution of the target inventory position possesses a semi‐uniform structure, which greatly facilitates the computation of optimal policies and approximations under general demand. For the multi‐SKU case, the optimal policy has a generalized band structure. Our numerical results show that pre‐pack use is beneficial when facing stable and complementary demands, and substantial handling savings at the distribution center. The cost premium of using simple policies, such as strict base‐stock and batch‐ordering (pre‐packs only), can be substantial for medium parameter ranges.     

TOP INCOMES IN THE NETHERLANDS AND THE UNITED KINGDOM OVER THE 20TH CENTURY

A method is developed for using income‐tax data to investigate the evolution of the highest incomes over virtually the entire 20th century. The income shares of the top 10, 5, 1, 0.5, 0.1, and 0.05 percent are analysed for the UK and the Netherlands. For considering the top shares among themselves the “Pareto–Lorenz coefficient” is proposed. Between the two countries, the top shares appear to undergo a strikingly similar and strong decline up to the mid‐1970s. Since then British top shares have increased significantly while Dutch shares remained basically unchanged. This outcome parallels similar results for the US and France obtained by Piketty and Saez and poses interesting questions for research. (JEL: N34, D31, O15)     

Tolerable or Acceptable: A Comparison of Risk Regulation in the United Kingdom and in the Netherlands

In managing major accident hazards in industry risk, both the United Kingdom and the Netherlands use quantitative risk analysis and quantified risk criteria. These should be understood in the historical, legal, and political context in which they were drawn up. Even when criteria are numerically the same they do not necessarily mean the same thing. The legal and historical context differs widely between the two countries. Nevertheless, it is surprising that the final results in terms of land use and levels of risk are very similar.     

Conceptualizing reflection in experience-based workplace learning

This paper seeks to understand key dimensions of reflection in experience-based workplace learning for research being collaboratively undertaken by scholars in Dutch and US research institutions. We systematically explore and compare Tara Fenwick’s analysis of five perspectives on cognition to distinguish among constructivist, psychoanalytic, situative, critical-cultural, and enactivist perspectives on reflection. Our aim is to examine how to conceptualize reflection so that one or more perspectives can complement our understanding of learning through experience at work. We position reflection not only from a practical but also from a theoretical perspective that moves beyond the individual focus of the constructivist perspective. Fenwick’s five perspectives are described in terms of whether and how reflection is utilized, key activities in the process of reflection, relative focus on the individual and/or the context, triggers for reflection, role of power and positionality, role of emotions, and reflection outcomes. We conclude that adding other lenses to the dominant constructivist perspective helps expand our understanding of reflection as well as identify and attend to other tools, people, and factors in the work situation that influence reflection processes and learning outcomes. The paper closes with a discussion of promising new approaches that have emerged since Fenwick’s analysis.     

Generating a smallest binary tree by proper selection of the longest edges to bisect in a unit simplex refinement

In several areas like global optimization using branch-and-bound methods for mixture design, the unit n-simplex is refined by longest edge bisection (LEB). This process provides a binary search tree. For \(n>2\), simplices appearing during the refinement process can have more than one longest edge (LE). The size of the resulting binary tree depends on the specific sequence of bisected longest edges. The questions are how to calculate the size of one of the smallest binary trees generated by LEB and how to find the corresponding sequence of LEs to bisect, which can be represented by a set of LE indices. Algorithms answering these questions are presented here. We focus on sets of LE indices that are repeated at a level of the binary tree. A set of LEs was presented in Aparicio et al. (Informatica 26(1):17–32, 2015), for \(n=3\). An additional question is whether this set is the best one under the so-called \(m_k\)-valid condition.     

The no-wait job shop with regular objective: a method based on optimal job insertion

The no-wait job shop problem (NWJS-R) considered here is a version of the job shop scheduling problem where, for any two operations of a job, a fixed time lag between their starting times is prescribed. Also, sequence-dependent set-up times between consecutive operations on a machine can be present. The problem consists in finding a schedule that minimizes a general regular objective function. We study the so-called optimal job insertion problem in the NWJS-R and prove that this problem is solvable in polynomial time by a very efficient algorithm, generalizing a result we obtained in the case of a makespan objective. We then propose a large neighborhood local search method for the NWJS-R based on the optimal job insertion algorithm and present extensive numerical results that compare favorably with current benchmarks when available.     

Lust an der Macht – Frauen in Organisationen

Storyline and analysis of the film “The Devil Wears Prada” provide vivid scenes to derive reflections on organisational culture in globalised companies and women in chief positions. Women come into conflict with leading the company successfully, the dependence on efficient – female – staff and the image as a woman. The article illustrates, how influences of the company’s products fashion und fashion market have a normative effect, especially on female staff members. Theories of organisational culture, careers of women and findings of gender research are shown in connection with complex strategies of women in their determination to succeed, to self-realization and the pressure to adapt oneself. This involves reflected perspectives to leave clichés of gender and to reinforce organisational and personal potentials.     

Workplace resources to improve both employee well-being and performance: A systematic review and meta-analysis

Organisations are becoming increasingly aware of the importance of employees in gaining and maintaining competitive advantage. The happy worker–productive worker thesis suggests that workers who experience high levels of well-being also perform well and vice versa; however, organisations need to know how to ensure such happy and productive workers. The present review and meta-analysis identifies workplace resources at the individual, the group, the leader, and the organisational levels that are related to both employee well-being and organisational performance. We examine which types of resources are most important in predicting both employee well-being and performance. We identified 84 quantitative studies published in print and online from 2003 to November 2015. Resources at either of the four levels were related to both employee well-being and performance. We found no significant differences in employee well-being and organisational performance between the four levels of workplace resources, suggesting that interventions may focus on any of these levels. Cross-sectional studies showed stronger relationships with well-being and performance than longitudinal studies. Studies using objective performance ratings provided weaker relationships between resources and performance than self-rated and leader/third-party-rated studies.     

Risk Comparisons, Conflict, and Risk Acceptability Claims

Despite many claims for and against the use of risk comparisons in risk communication, few empirical studies have explored their effect. Even fewer have examined the public's relative preferences among different kinds of risk comparisons. Two studies, published in this journal in 1990 and 2003, used seven measures of "acceptability" to examine public reaction to 14 examples of risk comparisons, as used by a hypothetical factory manager to explain risks of his ethylene oxide plant. This study examined the effect on preferences of scenarios involving low or high conflict between the factory manager and residents of the hypothetical town (as had the 2003 study), and inclusion of a claim that the comparison demonstrated the risks' acceptability. It also tested the Finucane et al. (2000) affect hypothesis that information emphasizing low risks-as in these risk comparisons-would raise benefits estimates without changing risk estimates. Using similar but revised scenarios, risk comparison examples (10 instead of 14), and evaluation measures, an opportunity sample of 303 New Jersey residents rated the comparisons, and the risks and benefits of the factory. On average, all comparisons received positive ratings on all evaluation measures in all conditions. Direct and indirect measures showed that the conflict manipulation worked; overall, No-Conflict and Conflict scenarios evoked scores that were not significantly different. The attachment to each risk comparison of a risk acceptability claim ("So our factory's risks should be acceptable to you.") did not worsen ratings relative to conditions lacking this claim. Readers who did or did not see this claim were equally likely to infer an attempt to persuade them to accept the risk from the comparison. As in the 2003 article, there was great individual variability in inferred rankings of the risk comparisons. However, exposure to the risk comparisons did not reduce risk estimates significantly (while raising benefit estimates), and Conflict-Claim respondents found the risk of the hypothetical factory less acceptable than No-Conflict respondents. Results suggest that neither risk comparisons nor risk acceptability claims are automatically anathema to audiences, but they may have tiny or unintended effects on audience judgments about risky situations.     

Auf dem Weg an die Spitze Anforderungen an Bewerber für Top-Positionen

En route to the top. Requirements on candidates for top positionsThe assessment of candidates for positions as managing director or as an executive committee member by means of management diagnostics has been frowned upon by German companies for a long time. There has, however, been a clear change of opinion regarding this matter in the meantime. The authors have developed a model of requirements to assess the competencies and potential critical for success. Six areas of responsibility are differentiated between thereby: “Ability to cope with complexity” and “development of decidedness”, “Will to create” and “establishment of structures”, “Establishment of bonds” and “ability of self-management”, and are divided into three levels: the personal level, the co-operative level and the level of corporate culture respectively.