bluuebunny/crossref_metadata_2025 huggingface dataset:
Selection of optimal parameters in gas‐assisted injection moulding using a neural network model and the Taguchi method
Authors: Chiu Chih‐Chou , Su Chao‐Ton , Yang Gong‐Shung , Huang Jeng‐Sheng , Chen Shia‐Chung , Cheng Nien‐Tien
Published: July 2002

Describes how a statistical Taguchi approach and a backpropagation neural network model were devised to evaluate the effect of various parameters and identify the optimal parameter setup values in a gas‐assisted injection moulding process. In applying the Taguchi approach, an L18 orthogonal array was employed to collect the observations, and the same collected data sets, with two additional inputs, were utilized to construct a neural network model to ascertain whether utilizing such a neural network would provide an improved generalization capability over a statistical method. The effect of the learning rate and the number of hidden nodes on the efficiency of the neural network learning algorithm was extensively studied to identify what provides the best forecasting of performance measure. In addition, to verify the generalization capability of the neural model, eight different parameter setups, which had not been included in the full factorial design, were constructed for network testing. The results revealed that the network is more efficient in identifying the real optimal parameter setup.
Quality function deployment’s impact on product development
Authors: Vonderembse Mark A. , Raghunathan T.S.
Published: July 2002

Posits that advocates of quality function deployment (QFD) claim that it leads to better product designs, lower product costs, and shorter development times. Presents a study which aims to learn if organizations that apply QFD to product development achieve these benefits. Data from a survey of 80 QFD projects undertaken by 40 firms are used to examine these critical relationships. When leaders from these project teams were asked to compare results from product development efforts without QFD to results with QFD, they claimed that product designs and customer satisfaction improved significantly with QFD. Product costs and time‐to‐market showed only modest improvements. Benefits in time and costs may increase as QFD teams get better training and more experience. Describes the development and costing of a model of QFD implementation issues, product development outcomes, and customer satisfaction. Concludes that QFD’s implementation issues, specifically the organizational dimensions, have a significant impact on product design outcomes and resource consumption.
A survey instrument for standardizing TQM modeling research
Authors: Grandzol John R. , Gershon Mark
Published: July 2002

For over a decade, total quality management has been a principle focus of business managers and academic researchers alike. The myriad prescriptions and practices, all purporting to represent this management philosophy, have been implemented with varying degrees of success. Despite the significant failure rate of TQM programs, the successes, as indicated by Baldrige Award winners, support continued interest in TQM. The search for linkages between current descriptive models and proposed prescriptive models of TQM spawned our research, which, in turn, required creation of a survey instrument. This paper describes the initial sources and development of this instrument, the rigorous sequence of testing that it has been subjected to, and its application for current and future research. The successful achievement of key survey statistics suggests that this instrument can be used for TQM data collection with confidence by researchers elsewhere who will investigate other proposed models.
Baldrige Award announcement and shareholder wealth
Authors: Ramasesh Ranga V.
Published: July 2002

The value of winning the Baldrige Quality Award to the shareholders of the firm has been the subject of a debate motivated by bipolar perceptions and an opposing set of viewpoints held by both industry leaders and academic professionals. One of the key concerns that must be addressed to place the impact of the Baldrige Award in a proper perspective (and thus contribute to the resolution of this debate on the issue of the value to the shareholders of the winning firms) is the short‐term negative effect imputed by the views and the actions of the critics, especially the short sellers who see the announcement of the award as an opportunity to make profits by short selling the stock. In this study, we focus on this concern and examine the short‐term impact of the Baldrige Award announcement on the shareholder wealth by applying a rigorous statistical methodology to analyze the stock price movements around the day of the announcement of the award for statistically significant abnormal behavior. Our analysis falsifies the critics’ claim that the financial and other resources spent by the companies toward winning the Baldrige Award are wasteful and reduce shareholder wealth.
QUALITY CORNER
Authors: Byrne George T.
Published: July 2002

Although specific opportunities for improvement in organizations are easily identified through a variety of assessment techniques, the successful development and execution of action plans to address these opportunities is where most organizations falter. This article provides a simplified, yet comprehensive project management or action item framework that can be adapted to any situation or condition in an organization that requires a structured approach to corrective action. Both short‐term and long‐range planning efforts can be supported by the framework. Its primary benefits are the inclusion of measurements for success and the assignment of accountability for each step of the plan. It can of course be supplemented with more formal project management techniques and tools including Gantt, PERT and CPM methodologies.
Deming’s red bead experiment and mechanical sampling
Authors: Edwards Phillip M.
Published: July 2002

The red bead experiment (RBE) is very well‐known in total quality management. It was designed by Dr W.E. Deming to show managers several lessons in management and sampling. The RBE has evolved over several decades and now has an accepted standard format. The RBE also serves as an introduction to control charts which are an important tool in statistical quality control. Surprisingly very little is known about the statistical properties of the RBE. This is most likely due to the fact that the RBE involves mechanical sampling and so is much more complicated than probability sampling. New methods are given for statistical analysis when mechanical sampling is involved (e.g. mechanical sampling of non‐uniform output in a manufacturing environment). This approach has specific applications to control charts which are a major tool in quality control. In a rigorous analysis, it is shown that p, the sample proportion of red beads in the RBE, is an unbiased estimator of the RBE process defect rate. Expressions are also found for the variance of p, enabling the calculation of control chart limits. Some of the techniques used can be applied to other mechanical sampling situations which may at first viewing seem intractable.
Innovation and competition in UK supermarkets
Authors: Harvey Mark
Published: July 2002

Argues that the developments in UK supermarket practice in recent years have resulted in a distinctive system of retailing in the UK, and that this has some important consequences for how one assesses the nature of competition in this market. In particular it means that standard approaches to assessing consumer benefits and the presence or absence of anti‐competitive behaviour may not be appropriate. It is argued that UK supermarkets are delivering a quite different offering to the marketplace from a simple “basket of goods” with a specific price and quality. The issues of product range, innovation potential, and associated convenience factors are all part of the package. This leads to a consideration of the questions of “What is competing with what?” and “Who is competing with whom?”: the issue of comparing like with like. From there we arrive at the question of how competition policy in this field needs to consider long‐term innovation potential as well as short‐term price issues.
The benefits of reverse logistics: the case of the Manchester Royal Infirmary Pharmacy
Authors: Ritchie Liz , Burnes Bernard , Whittle Paul , Hey Richard
Published: July 2002

Describes a research project carried out within the Manchester Royal Infirmary (MRI) to evaluate and improve the recycling and disposal of pharmaceutical products. Discusses supply chain management practices in the National Health Service and, in particular, focuses on the concept of reverse logistics (the recycling of pharmaceutical stock for later re‐use). The research involved the analysis of returned stock from 28 hospital units and, from this data, the development and implementation of a revised recycling process within MRI Pharmacy. Concludes by arguing that there are significant financial and operational advantages to the NHS, and other organisations, in developing effective reverse logistics processes.
An application of a system analysis methodology to manage logistics in a textile supply chain
Authors: Chandra Charu , Kumar Sameer
Published: July 2002

One of the common problems encountered in managing a supply chain is that of synchronisation of activities throughout the life cycle of its products. Among several initiatives in the US textiles industry to deal with the problem, one in particular aims to achieve quick response (QR) in the supply chain through accurate response (AR). AR is an approach to forecasting, planning, and production that builds on QR capabilities within the supply chain organisation. In order to achieve this, a total systems perspective is necessary requiring analysis of activities. This paper describes a formal system analysis methodology utilising design principles that builds on activities, and utilises models that achieve synchronisation through waste management in inventory for a textile garment supply chain. The generic features of this activity‐based problem representation methodology hold promise for its common application across supplier/consumer class of system problems.
Insights from the introduction of an online logistics service system
Authors: Rae‐Smith J.B. , Ellinger Alexander E.
Published: July 2002

Providing customers with online logistics service systems that enable instantaneous and continuous communication within and between firms has become a key priority for many organizations. This paper focuses on a description of the roll out and initial implementation of an online logistics service system by United States Cold Storage (USCS) and on insights gained from the experience. The authors believe that USCS’s experience has wide applicability and that it will be both informative and insightful to managers at firms making similar transitions into e‐commerce. In addition, the results of a focus group held one year after implementation with USCS user customers are discussed, and lessons learned from the first year of operations are reviewed.
Managing the linkage with primary producers: experiences in the Australian grain industry
Authors: Nitschke Trevor , O’Keefe Michael
Published: July 2002

Considers the challenge facing an agricultural co‐operative operating in a commodity market but seeking ways of adding value both to the output of its members and to the services it offers to its members and its customers. Highlights the importance of trust and the value of developing close working relationships over time, in order to communicate the need for radical change in strategic focus and implement an effective change management programme.
The scope of supply chain management research
Authors: New Stephen J.
Published: July 2002

Advocates an expanded scope for supply chain management research which accounts for the social function and the political and economic implications of supply chain developments. Argues that the research agenda must not be driven by the notion of efficiency alone, but should also be developed around the concept of thejustsupply chain. Provides a framework which sets out the range of issues which may contribute to this approach. Believes that the objectives and ideological assumptions of research need to be open to challenge and debate.
Concentration and inter‐firm co‐operation within the Dutch potato supply chain
Authors: Rademakers Martijn F.L. , McKnight Phillip J.
Published: July 2002

The Dutch potato sector went through a process of considerable concentration during the past two decades. The number of firms decreased substantially while production levels increased. The process of restructuring was triggered by a combination of shifting consumer demands, internationalisation of markets, and concentration among food retailers. Many potato firms were unable to adjust to these developments and found themselves either for sale or bankrupt. Others engaged in mergers or strategic alliances to meet the changing demands. The resulting concentration process led to higher levels of both vertical and horizontal interdependence between the remaining firms. The rules of competition have changed: opposed to competing individually, successful potato firms achieve substantial competitive advantages through co‐operative inter‐firm arrangements that gain access to high‐quality raw materials, production capacity, and large customers. Consequently, managing inter‐firm co‐operation has become a strategic issue for firms in the potato supply chain.
A new era for efficient food manufacturing in the Lebanon: the experience of Conserves Modernes Chtaura
Authors: Hamdar Bassam C.
Published: July 2002

Addresses the way in which Conserves Modernes Chtaura (CMC) of Lebanon is tackling the challenges of increased competition in the Lebanese food industry. Describes the company’s attempts to re‐structure its supply chain to improve links with farmers and raise quality standards, as the Lebanon enters a new era of food processing. Concludes that the continuous globalisation of food markets will necessitate the elimination of all subsidies and import control policies currently operated by the Lebanese government. Food processing will be transformed by a much higher degree of complementarity with the farming industry, through vertical alliances, and with the retail industry, through improved supply chain management. Gives the most important strategies that CMC are currently pursuing.
Passing value to customers: on the power of regulation in the industrial electricity supply chain
Authors: Sanderson Joe
Published: July 2002

Provides both a descriptive and an analytical understanding of the supply chain for industrial electricity. It explains which actors in the chain have power and how this impacts upon the process of value appropriation. There are three main elements. The first is a descriptive mapping of the supply chain based on key functional stages, resources and resource ownership. The second is a descriptive mapping of the corresponding value chain based on the revenues and gross profit margins typically being earned at each functional stage. The final element is a discussion of the power resources that determine the competitive dynamics, and by extension the appropriation of value, in the chain. Regulatory intervention by the state is identified as a key mediating factor in this case.
The perception gap among buyer and suppliers in the semiconductor industry
Authors: Kim Bowon , Park Kyungbae , Kim Taesik
Published: July 2002

Strong and productive partnerships between buyers and suppliers are important for effective outsourcing. Such partnerships should be based on mutual understanding, which can be hampered by a perception gap between the supply chain partners with respect to what are the critical factors for a successful buyer‐supplier relationship. The nature of such a perception gap is explored by looking into the partnership between a Korean semiconductor manufacturer and its suppliers. Results indicate that there exist statistically significant differences in some of the perceptions both between the manufacturer and its suppliers and among the suppliers according to their production capability and product requirement.
Body scanning
Authors: Mckinnon Lashawnda , Istook Cynthia L.
Published: July 2002

Describes research designed to examine the effects of subject positioning on the accuracy of body scan data. A body measurement system developed by the Textile Clothing Technology Corporation was used to acquire two scans from each of 72 subjects. The subjects were instructed to continue to breathe normally and stand with their feet shoulder‐width apart. The two scans were compared and statistical analysis was performed to determine the precision of the results and whether this lack of standardization affected the data. Physical measurements were also obtained from each subject and served as a basis for comparison to the scanned measurements. Since physical measurements are the current accepted “true value”, these measurements determined the level of accuracy of scanned data. Three separate scans of 72 different subjects were taken at various levels of breathing and at various foot positions to determine the effect of the variables. This study certainly indicates that respiration and foot placement has a significant effect on body scan data. It was established that the scan data rendered by the software does have precision, but lacks accuracy when compared against physical measurements. This may be owing to the inaccuracies of the physical measurement process or to differences in measurement location between the anthropometrist and the 3D measurement extraction software. Information detailing the level of accuracy and precision that can be obtained with scanning software and how respiration and subject positioning can affect the data are included.
Emotional intelligence – a new evaluation for management development?
Authors: Langley Andrew
Published: July 2002

Aims to explore whether emotional intelligence (EI) is a useful yardstick in measuring and understanding the “promotion readiness” of middle managers in a global organisation. If the personal attributes and social abilities that reflect high emotional intelligence can be understood and assessed, then not only do we gain a new perspective on management development but steps can be taken to develop these activities to enhance people’s potential. The article concludes with a glimpse into the future and how EI may contribute to developing managers in the new century.
Predicting expatriate job satisfaction: the role of firm internationalization
Authors: Downes Meredith , Thomas Anisya S. , Singley Rodger B.
Published: July 2002

This study is based on the premise that, as organizations gain experience in the international marketplace, the determinants of job satisfaction for expatriate managers will vary. It is hypothesized that significant learning, manifested in firm international experience, will moderate the effects of work/life experience, mentorship, training and environmental benevolence. Findings partially support this theoretical argument and confirm the expectation that the impact of mentoring on satisfaction will lessen over the course of firm internationalization. Further, the impact of training on expatriate satisfaction was more pronounced for highly internationalized firms than for those with limited exposure abroad. Results of the empirical tests are provided, and their implications are discussed.
A road‐map for creating efficient corporate internal labor markets
Authors: Kotorov Rado , Hsu Emily
Published: July 2002

In today’s hyper‐competitive markets, the most valuable asset and the primary source of competitive advantage is human capital. It is also the resource which is most difficult to maintain, for the ongoing war for talent depletes the human capital of companies that fail to meet their employee expectations. To increase employee satisfaction and retention, corporations are eliminating the restrictions on internal employee mobility. Free internal labor markets (ILMs) demonstrate to employees that they can realize their career goals within rather than outside of the company. The liberalization of internal mobility and the institutionalization of job competition cause the convergence of the ILM and the external labor market. The transition to ILM is challenging but is the only road to securing long‐term competitive advantage. The present paper offers both a conceptual analysis and a practical road map for implementing ILM. It also discusses how two global financial companies build their ILMs.
The fight for global talent: new directions, new competitors – a case study on Singapore
Authors: Bhasin Balbir B. , Low Kim Cheng Patrick
Published: July 2002

Reveals that companies are testing new ways to entice professionals into their field due to the lack of global talent available. States that this is increasing in importance since having the right people can yield greater financial returns. States that the USA used to be a haven for talented individuals but now other countries are joining the battle to entice individuals, examining the case of Singapore and the problems encountered. Concludes that for the most part Singapore has been successful.
Demand for college graduates and attributes health care organizations seek in accounting recruits
Authors: Ahadiat Nas
Published: July 2002

US health care services will be among the top ten occupations with the fastest growth over the next decade with total employment in health care services expected to increase by 19 million by the year 2006. As the market continues to expand, demand for graduates is likely to shift from the traditional areas of employment, to more industry‐related jobs. Recruiters will focus their attention on hiring graduates as accountability, cost containment, profitability, and reporting of health care services become increasingly critical for health care providers competing for the national health care dollars. A study was conducted to determine what knowledge, skills, and attributes (KSAs) are most important for an accounting career in health care organizations. The investigation resulted in identification of 25 most important KSAs. Further analysis revealed that the KSAs identified herein are somewhat at odds with those found by other researchers for employment in other segments, e.g. public accounting.
Future‐mapping: a practical way to map out the future and achieve what you want
Authors: Phillips Bill
Published: July 2002

Describes future‐mapping, an innovative process for creative strategic thinking and decision making. The idea consists of imagining already living in an ideal, successful future, describing it in detail as if it were real, and then “remembering”, step‐by‐step, how it was arrived at. Not only is the future ideal mapped out systematically, but the steps to making it happen are likewise mapped out. Future‐mapping has been developed through direct application in a wide variety of organizations since 1989. Provides three brief case examples and an example of its power in teamworking. Outlines how to carry out future‐mapping at each stage, with explanations of techniques, and background research. Defines some of the benefits of this way of thinking and decision making and describes its key operating assumptions.
Resistance to change as a positive force: its dynamics and issues for management development
Authors: Perren Lew
Published: July 2002

Explores the notion of resistance to change as a positive force within organizations. Suggests that such resistance can be seen as a “natural” survival mechanism within organizations, which tests, adapts and sometimes stops decisions made by fallible and often ill‐informed senior managers. Reports ten cases of positive resistance to change and presents a matrix of styles of exercising resistance. Discusses the implications of positive resistance for management developers and those pursuing organizational change.
The future for development centres
Authors: Wilson Dean
Published: July 2002

Contrasts development centres and assessment centres. Suggests five formats as typical for development centres and reviews their applications. Lists variables in development centre design and highlights trends that are emerging to deal with contemporary organization requirements. Discusses the issues of what capabilities development centres should develop. Suggests transferable but unique capabilities are a paradox that must be resolved. Identifies a shift away from competences as necessary to sustain the commercial credibility of development centres ‐ and the personnel function. Highlights cognitive psychology as the basis for the new design focus. Concludes that development centres can remain the most effective way to create agreed futures for both staff and their organizations only if major changes take place.
European Passenger Services Limited ‐ assessment centres for recruitment and development
Authors: Mannion Elizabeth , Whittaker Peter
Published: July 2002

Describes the evolution of European Passenger Services from its creation as a subsidiary of British Rail, through direct ownership by Government, to impending private sector ownership. Explains the international business in which EPS operates. The main thrust of the article describes the approach to recruitment and selection of a new workforce, using competence‐based assessment centres. Describes two assessment centres in detail. Conclusions include evaluation of planned use of the competence framework for career development.
Development centres for senior managers in Yorkshire Water
Authors: Davies Lloyd
Published: July 2002

Describes the use of development centres over a four‐year period to assist nearly 100 senior managers in a recently privatized utility to match their career and development aspirations with the opportunities which were being created by a radical change in business strategy. Supported by their line managers, functional specialists and consultant business psychologists, participants obtained objective data about their personalities and performance, and used these inputs to create their own development plan which they shared with main board directors while taking action to develop their careers. In a concluding survey 73 per cent rated the process as having been a considerable or very great influence.
Yorkshire Water Services’ employee development programme
Authors: Antcliff Steve , Kraus Paul , Allison Ken
Published: July 2002

Describes a development programme for junior and middle managers in an organization undergoing very radical change. After directors profiled demand for likely job characteristics, a range of data was collected for each manager comprising psychometrics, colleague surveys, and self‐report mindsets. Matching the “supply” of capabilities against the “demands” of future jobs led to the preparation of personal development plans, the implementation of which was assisted by participation in action learning sets. A presentation to a senior panel, including directors, marked an important milestone in the sets’ activities. The whole process was supported in‐house by trained facilitators drawn from the HR function.
The factors affecting the career choice of male and female civil engineering students in the UK
Authors: Wilkinson Suzanne
Published: July 2002

Examines the factors affecting the career choice of male and female civil engineering students in the UK. Draws on empirical research from a national survey of graduating male and female civil engineering students which identified similarities and differences between male and female graduates in the factors affecting their career choices. Argues that there are some significant differences between male and female civil engineering students in the factors which affect their career choice but on the whole these factors rank low in their importance. Discusses the implications of these results for employers of civil engineering graduates.
Peer mentoring: the challenges and opportunities
Authors: Holbeche Linda
Published: July 2002

Describes the differences between “conventional” mentoring and peer mentoring. Highlights the increasing relevance and need for peer mentoring in changing organization structures where management support may be disappearing or non‐existent. Outlines various approaches to establishing peer mentoring relationships, whether this is at the initiative of individuals or of the organization. Identifies some of the potential pitfalls, as well as the key benefits of peer mentoring relationships.
Ethics must be communicated from the top down!
Authors: Wells Barron , Spinks Nelda
Published: July 2002

Most organizations today want to portray an image of integrity and ethical behaviour. To accomplish this, many organizations develop social responsibility programmes and codes of ethics. Such programmes and codes let employees in the organization know that company leadership is committed to ethical behaviours, and these programmes and codes define what behaviours are considered ethical and unethical. The code of ethics, as well as upper‐level management’s support of the code, must be communicated clearly to all persons in the organization. The role of each person in implementing and following the code must be communicated as well. The code also must be communicated in ways that will elicit the support of everyone in the organization.
Graduate careers in the UK: an examination of undergraduates’ perceptions
Authors: Counsell Doug
Published: July 2002

Within the context of increasingly uncertain career prospects for the UK’s recently expanded student population, examines the career‐related perceptions and expectations of UK business studies undergraduates. Presents data relating to career goals, factors influencing career decisions, levels of (and reasons for) optimism/ pessimism, and anticipated strategies for advancement. Also puts forth comparative data on employees’ career strategies. Identifies and discusses response differences between (1) employees and students and (2) male and female students in relation to wider research. The sample consisted of 257 students (150 full‐time and 107 part‐time) enrolled on business subject courses at The University of Central Lancashire.
What do senior managers do?
Authors: Boak George , Martin Colin , Thompson David
Published: July 2002

Reports the findings of a small survey of senior managers carried out by Newcastle Business School in early 1996. The aim of the survey was to help to indicate any needs of senior managers that might be met by business schools. The results indicate that many senior managers: are currently engaged in bringing about radical changes, including changes to company missions, changing company culture and significant reorganizations; and gain their most valuable learning and development, relevant to their job, from activities within their own team, and from managing new projects and networking with customers. Only one in three senior managers spent more than five days in the last year on off‐the‐job training and development, and one in three had spent no time at all.
Strategies for surviving and thriving in organizations
Authors: Webber Trix
Published: July 2002

Views management of the employment relationship from the perspective of the individual rather than that of the organization. Presents ideas on action available to individuals who want to thrive in organizations which have become less “people friendly” owing to increasing competition and technological change.
Finding the right direction: using career development workshops in managing change
Authors: Phillips Alan , Rollin Christine
Published: July 2002

Discusses the use of career development workshops aimed at helping participants find the right direction for themselves in the midst of rapid and significant organizational change. Suggests that getting career development right is an important dimension of the broader change management process and that individuals who have a strong sense of direction in terms of their own careers are likely to address organizational change generally in a more active and positive manner. Gives a detailed account of the workshop process, in a case study set in the UK National Health Service during the 1990‐96 period, when it was undergoing wide‐ranging change.
Intercultural communication: a key element in global strategies
Authors: Spinks Nelda , Wells Barron
Published: July 2002

Notes that today, most large‐ and medium‐size businesses conduct operations globally. Communication crossing national boundaries ‐ international communication ‐ is not necessarily different from any other communication activity. However, intercultural communication, that is, communication activities among people of different cultures, is different. Discusses many cultural factors and language differences in global communication, as well as precedence and improvement in global communication.
Of dice and men: high‐flyers in German‐speaking countries
Authors: Mayrhofer Wolfgang
Published: July 2002

High‐flyers are a very important issue in organizations; however, the concept of high‐flyers is not clearly defined, nor are the assumptions behind this concept frequently discussed. Characterizes the high‐flyer concept through analysing popular notions in the German practitioners’ literature and analyses the ways organizations handle the high‐flyer issue. Finally, addresses the tacit assumptions and blind spots linked with this concept.
Identification and development of potential for management and executive positions in France
Authors: Roussillon Sylvie , Bournois Frank
Published: July 2002

Reviews French particularities in the field of high potential managers development. Stresses some mechanisms in the building of the managerial élite. After a presentation of the main ways of gaining access to the top (through a historical perspective) suggests new trends that will affect top management development for the next decade.
Careers, development and the future of the organisation
Authors: Coulson‐Thomas Colin J.
Published: July 2002

An international investigation of corporate approaches to learning, renewal and transformation reveals that the emergence of network and virtual models of organisation has profound implications for career development, and for the approaches to corporate learning, and to change, relationship and knowledge management, that are adopted. Individuals and organisations need to be reconciled, and the distinction between knowledge and learning, and the potential contribution of shared learning, learning technologies and learning partners better understood. More reflective, thinking, holistic, sensitive and people centred approaches to management are advocated. People and organisations should be true to themselves. Boards need to understand the new realities and provide their organisations with a distinctive rationale and a renewed sense of purpose.
Using the search conference for planning a merger participatively
Authors: Large Martin
Published: July 2002

This paper presents the theory and practice of search conferences, illustrated with the case study of a recent merger. Increasingly, business leaders want to engage with their workforces and stakeholders in together deciding what they want to achieve and how to get there. Leaders see participative strategic planning as a significant opportunity, although hitherto the lack of techniques for large group involvement has been a blockage. Search conferences ‐ whether with staff, managers, suppliers or customers ‐ offer a tried and tested process for co‐operating together effectively. They enable the maximum use of human resources, commitment, learning and flexibility so that innovation is unlocked. Originally invented by Eric Trist and Fred Emery of the Tavistock Institute in the 1960s, the basis of the search conference is in open systems theory and active, adaptive planning.
Increasing the ROI on management education efforts
Authors: Longenecker Clinton O. , Simonetti Jack L. , LaHote David
Published: July 2002

Formal management education is a rapidly growing organizational strategy to enhance management development and performance. While many organizations worldwide count on management education as an improvement vehicle they frequently fail to take proactive steps to ensure that the management educational process itself is an effective learning experience. Secondly, management education efforts often fail to provide an organizational return‐on‐investment because they lack systematic and programmatic vehicles to follow‐up and encourage on the job application of learning. This article will review the findings of a study of 152 seasoned managers with extensive management educational experience. It will present input on how to maximize managerial learning and organizational ROI when using formal management education programs. It will also discuss methods to assess and improve your organization’s current approach.
Skills shortage and recruitment in the SME sector
Authors: Vinten Gerald
Published: July 2002

Skills shortage and recruitment is an area of undeniable importance to the SME sector and a challenge for human resource management. This article reports on the findings from a study of people management in over 300 organisations employing typically between 20 and 200 people. It aims to provide a clear understanding of how both larger and smaller SMEs recruit and select staff. It finds that the SMEs may have some advantages in the extent to which they can use flexible working patterns: a large number of companies use part‐time workers, job‐sharing and contracting out. However, full‐time working is still the most common form of employment. The article reports that the most popular method for establishing pay levels within SMEs is the value of the job to the organisation, and the abilities or skills of the new employee. Most respondents to this survey felt that they had no skills shortage problem.
The developmental assessment centre: the next generation
Authors: Appelbaum Steven H. , Harel Vincent , Shapiro Barbara
Published: July 2002

A critical instrument in managerial selection for the past 25 years has been the assessment centre (AC). One of the major reasons for its success is that it has relatively good predictive validity. However, ACs are not without problems. Despite their relatively good predictive validity, research has been unable to show adequately their content validity, and construct validity has not been demonstrated. It is for this reason that the need for and analysis of the development assessment centre (DAC) is being presented. A DAC needs to be seen as the start point ‐ not end point ‐ of development. However, the evolution of the ACs towards DACs remains too new to generalize on their impact on job performance although some related research is promising. This article examines AC characteristics and AC criteria such as: effectiveness requirements; validity; cost effectiveness and outcomes (descriptive or prescriptive). The gap between the AC and the DAC is examined in terms of design applications. DACs by having the combination of a clear and precise feedback and a pragmatic on‐the‐job follow‐up of what was learned in the simulations, can be a powerful instrument in enhancing the competencies of a business organization and its employees in terms of reliable and accelerated development within a dynamic and turbulent environment.
Energy and performance: the power of metaphor
Authors: Phillips Bill
Published: July 2002

This article describes the way people unconsciously perceive their life and work experiences in metaphorical terms. Calling these Operating Metaphors (a trademark of Charles Faulkner), it gives examples of how these metaphors act like programmed instructions to control and limit our behaviour and our capacity to perform well. It mentions research being done to develop a psychometric instrument, designed to reveal metaphors affecting performance limitations, feelings of stress and loss of energy, and explores the hypothesis that modifying these Operating Metaphors can release people from their limitations, and unleash high levels of energy and performance improvement.
Relationships between motivators and criteria in the selection of a distance learning MBA programme in Hong Kong
Authors: Chiu Randy
Published: July 2002

The number of distance learning MBA programmes in Hong Kong has dramatically increased in the past decade. The Hong Kong government has to exercise regulatory measures to control the quality of these programmes. This study explores why Hong Kong managers decide to pursue a distance learning MBA degree and the criteria they use in selecting a desirable programme. An MBA degree was pursued mainly because of the urge of retaining an edge in the competitive job market, improving prospects for further career development, and for self achievement. Hierarchical regression analysis results indicated that career development related to all programme selection criteria whereas respondents who were motivated by self achievement emphasized practical issues such as cost, duration, and the structure of the programme itself.
Developing construction project management skills: lessons from Zhuge Liang’s Art of Management
Authors: Sui Pheng Low , Lee Siew Keong Ben
Published: July 2002

A review of existing management literature reveals that most of the literature is written entirely from a Western perspective without any references to practices in the East. In the fast‐growing construction market of China, managers from the West need to pay special attention to Eastern beliefs, cultures and management practices, including those passed down by prominent ancient Chinese sages. Zhuge Liang was an outstanding statesman and military scientist who lived around the period of the Three Kingdoms (ad 220‐289). He studied the Chinese classics and became talented and knowledgeable, rich in his thoughts and subtle in analysing critical political situations. The objectives of this paper are to explain Zhuge Liang′s Art of Management and by implications, provide some insights as to how effective construction project management can be developed through a better understanding of Zhuge Liang′s Art of Management.
Executive development – why successful executives continue to change
Authors: Guinn Stephen L.
Published: July 2002

Postulates that successful executives are those who continue to learn and to challenge themselves throughout their careers, thereby extending their own careers as well as leading their organizations. Illustrates how a 360 evaluation of an executive’s competencies and behaviors, coupled with professional feedback, can enable an executive to gauge his or her current effectiveness and point the way to beneficial career development strategies.
Learning from the USA
Authors: Rix Mike , Gold Jeff
Published: July 2002

This article reports on a visit by a small group of SME managers from Barnsley and Doncaster in the UK to the USA. The aim of the project, entitled Networking USA, was to learn from US managers’ experiences of recovery and regeneration. Details of the preparation for the visit and the overall objectives are given, as well as a description of the main activities. Apart from business benefits which were recorded in the evaluation, the main benefit has been the construction of a learning network among the managers with continued links to US companies. The paper concludes with some issues and implications for SME management development research and policy.
Seniority‐based promotion in Thailand: it’s time to change
Authors: Sadri McCampbell Atefeh , Jongpipitporn Channarong , Umar Imran , Ungaree Surin
Published: July 2002

Defines and compares the differences in management styles and performance measures in Eastern and Western global business operations. The cultural differences between Thailand and the USA specifically, will be analyzed to determine their impact on the selection of a seniority v. merit promotion system. The methodology used was a questionnaire consisting of 12 questions distributed to 50 Thai companies and 50 US companies. The respondents were asked to identify the promotional structure as seniority or merit based, distinguish the benefits, and/or negative impact of the promotional structure within their respective firms, and define the effects of the structure on promotion, benefits, and corporate decision making. A summary of the findings, inclusive of statistical data comparison, is also included. Conclusions and recommendations are provided based upon the data, which suggest that the seniority‐based promotion system should change for Thailand to remain competitive in a hyper‐intensive, dynamic global marketplace.
Beyond technical competence: the art of leadership
Authors: Scarnati James T.
Published: July 2002

Discusses three attributes of leadership that are beyond technical competence. Defines “Displaying moral courage” as having the conviction and fortitude to stand up for what you believe. Clarifies the development of a value system and the formation of principles as they relate to the development of moral courage and ethical behavior. Explains “The art of influence” and the manner in which it differs from the traditional power and control concept of the boss. Depicts “Accepting responsibility” as an essential behavior that promotes and supports quality leadership. Provides guidance, techniques, and examples that can be used to enhance leadership skills. Establishes a sound philosphy to increase the probability for long‐term success and professional fulfillment. Includes quotes from contemporary as well as historical leaders.
Women’s careers in large construction companies: expectations unfulfilled?
Authors: Dainty Andrew R.J. , Neale Richard H. , Bagilhole Barbara M.
Published: July 2002

The UK construction industry has significantly increased the number of women that it attracts, due to an active marketing campaign by the industry’s representative bodies. However, this initiative does not appear to have been based on sound empirical evidence that women professionals will be afforded equal opportunities once they have entered the industry. This article reports on a research project which explored women’s careers in construction. Interviews were held with over 40 matched pairs of male and female construction professionals in order to establish the gender differentiated influences on career progression within the industry. The analysis revealed a hostile and discriminatory environment for women, in which pressures created by the demanding work environment were compounded by overt resentment from male managers and colleagues. It is argued that women’s careers are unlikely to progress in parity with men’s until the male culture of the industry has been moderated.
Deviant organizational messages among suspect police officers in Israel
Authors: Herzog Sergio
Published: July 2002

In light of criticism against the Israel National Police in recent years for excessive use of physical force, the personal views of Israeli police officers were elicited regarding the illegal use of force. Personal questionnaires were administered to a sample of police officers who had been investigated for using illegal force against citizens between 1989 and 1997. Informal messages contrary to the organization’s formal messages regarding the use of force, and justifying it in certain circumstances and for certain types of offense, seemed highly prevalent, especially among middle‐rank police officers. The results obtained provide support for the existence of a deviant organizational subculture.
Predicting shooting scores from physical performance data
Authors: Anderson Gregory S. , Plecas Darryl B.
Published: July 2002

Selecting the right people for police work is not only important for the employer, but is also in the best interest of the public. Failure to screen out individuals who cannot perform the physical duties has a large human and economic cost. The present study investigated whether physical performance and anthropometric measures can predict recruits’ handgun marksmanship. While significant correlations were found between handgun marksmanship and dominant grip strength, combined grip strength, forearm girth and second ray length, significance was only found when the genders were analyzed together. A step‐wise multiple regression could not generate an equation to predict shooting score from the available data.