bluuebunny/crossref_metadata_2025_split huggingface dataset:
Expatriate performance management from MNEs of different national origins
Authors: Shih Hsi‐An , Chiang Yun‐Hwa , Kim In‐Sook 
Published: June 2005

PurposeThis study tries to explore through multiple case studies how expatriate performance management is conducted in multinational enterprises (MNEs) of different national origins.Design/methodology/approachMultiple interviews were conducted with expatriate employees and human resource managers of five MNE subsidiaries operating in the information technology industry, namely, Applied Material (American), Philips (Dutch), Hitachi (Japanese), Samsung (Korean), and Winbond (Taiwan).FindingsThe findings show that all of the firms surveyed use standardized performance forms set by headquarters, which are not tailored to local operating environments. Also, lack of on‐the‐job training for expatriates was found to be prevalent among the five MNE subsidiaries. Divergent practices in goal setting, performance appraisal, and performance‐related pay were largely attributed to the parent company's culture. The nature of the expatriate mission was another reason for different arrangements in expatriate performance management.Originality/valueThis study is one of the first to explore expatriate performance management practices of multinational firms. There does not seem to exist a prevalent form of expatriate performance management and such a practice is to some extent more strongly subjected to the influence of the parent company's culture.
Characteristics associated with success: CEOs' perspectives
Authors: Wood John , Vilkinas Tricia 
Published: June 2005

PurposeThis exploratory study investigated the characteristics that chief executive officers (CEOs) associated with their success.Design/methodology/approachTwenty CEOs were interviewed and asked to identify characteristics they possessed, and that they felt were related to their success.FindingsThe two dominant characteristics identified were achievement orientation and humanistic approach, followed by positivism. Very little or no emphasis was placed on being inclusive, having integrity, having a balanced approach, learning and self‐awareness or having an external focus.Research limitations/implicationsIn order to further our understanding of effective leadership in organisations, future research needs to build on these findings by asking individuals who directly report to CEOs to comment on the characteristics they believe their CEOs possesses.Practical implicationsThere are important implications from these results for the selection and development of CEOs.Originality/valueThis study is one of the few to comprehensively investigate CEOs' characteristics. Most of the earlier work was either theoretical or narrowly focused.
Indirect leadership in a military context: a qualitative study on how to do it
Authors: Larsson Gerry , Sjöberg Misa , Vrbanjac Aida , Björkman Torsten 
Published: June 2005

PurposeTo develop a theoretical understanding of how indirect leadership is done in a military context.Design/methodology/approachA grounded theory approach was used. Twenty‐two high‐level Swedish commanders, and six of their subordinates were interviewed.FindingsA model was developed which suggests that indirect leadership can be understood as consisting of two simultaneous processes. One is action‐oriented and consists of interacting with a link (usually a small group of directly subordinate managers) which passes the messages down to lower organisational levels. The other influence process is image‐oriented and consists of being a role model. Both processes are filtered through a “lens” which consists of the relative impact of a safety culture on the activities. In the favourable case, the employees at the lower levels trust both the link and the higher management. This appears to be a necessary condition for commitment and active participation. In the unfavourable case, there is a lack of trust. This breeds redefinitions of the messages and a necessity for relying on reward and punishment to obtain obedience.Research limitations/implicationsLack of representativeness, indirect influence from lower to higher levels, as well as possible gender‐related aspects, not studied.Practical implicationsThe suggested model may be a valuable tool in higher management education.Originality/valueThe identification of two co‐occurring pathways of influence.
A model of command, leadership and management competency in the British Royal Navy
Authors: Young Mike , Dulewicz Victor 
Published: June 2005

PurposeTo develop a model clarifying the personal factors and behavioural characteristics (competencies) relevant to effective command, leadership and management in the Royal Navy.Design/methodology/approachA questionnaire study was conducted on a sample of 261 Officers and ratings. Their performance was rated through the organisation's own rigorous appraisal process whilst personality and competency data were gathered through the use of the well‐established occupational personality questionnaire (OPQ) and the relatively new leadership dimensions questionnaire (LDQ).FindingsThe results provide support for the RN's current integrated approach to command, leadership and management by identifying four “supra‐competency” clusters – conceptualising, aligning, interacting and creating success – and the related personality and leadership dimensions, which are correlated with high performance. Support for the validity of the LDQ and OPQ questionnaires is also produced by the results found from performance appraisal data.Research limitations/implicationsThe research was conducted within one establishment of one of the services (the RN). Further replication studies in other services and private sector companies are planned or underway.Practical implicationsThe model produced from this study is now being used by the British Royal Navy as the basis of command, leadership and management training and development and its use by the Admiralty Interview Board for Officer selection is currently under consideration. Some findings are generalisable to other organisations.Originality/valueThis is a rare example of a study of leadership validated against formal performance appraisal data. The fact that conclusions are drawn from an appraisal system which conforms to best practice and from a highly representative sample, with a 97 per cent response rate, supports the value of these findings for both academic researchers and practitioners.
A bumper year for robots
Authors: Kochan Anna 
Published: June 2005

PurposeAims to provide a summary of global robot statistics as presented in World Robotics 2004, a new publication prepared jointly by the United Nations Economic Commission for Europe (UNECE) and the International Federation of Robotics (IFR). Also aims to highlight the trends displayed at the small exhibition of service robots that accompanied the publication launch.Design/methodology/approachSummarises the UNECE/IFR global robot statistics for 2003, separating the market for industrial robots from that of service robots, and providing a detailed analysis of both. Explanations from Jan Karlsson, who was responsible for the publication of the statistics, are included.Findings2003 was a bumper year for robots overall. The market for service robots is accelerating rapidly, in particular. Sales of robotic vacuum cleaners are rising fast.Originality/valueProvides an overview of in‐depth statistics on robotics, and highlights the trends for those interested in the robotics market.
Robotics outside the metals industries
Authors: Rooks Brian 
Published: June 2005

PurposeTo review presentations on robotics in “less familiar environments” given at a seminar, “The changing face of robotics: inside and outside the factory”, organised by the UK Institution of Electrical Engineers (IEE).Design/methodology/approachThis paper covers the second part of the IEE seminar, which was concerned with robotics outside the traditional areas of “metal bashing”. Four diverse industries are covered: food, defence, construction and space. The presentation on “food”, by Bob Lloyd of AMTRI puts forward the concept of “a food factory in a pipe”, while that by Andy Cooke from BAE Systems, on “defence” describes R&D projects ranging from a crawler robot for wing skin drilling to a volcano‐exploring mobile robot. The “construction industry” presentation by John Riehl of Construction Robotics introduces START (safety through automated and robotic technologies), an organisation dedicated to improving safety in the industry by exploiting existing robotic technologies to remove operators from dangerous environments. The final presentation on “space robotics” by Dr Eddie Moxie of Surrey University, discusses “On‐Orbit Servicing” in which robotic arms handle satellites and their componentary, and the development of rover or mobile robot vehicles in “Planetary Exploration”.FindingsRobotics is spreading into a greater variety of industries, and in many cases the technology is similar to that used in conventional “metal industry” robot applications.Originality/valueProvides a review of robotic applications in the food, defence, construction and space exploration industries.
An impedance‐controlled parallel robot for high‐speed assembly of white goods
Authors: Bruzzone L.E. , Molfino R.M. , Zoppi M. 
Published: June 2005

PurposeAims to discuss how impedance‐controlled parallel robots can effectively perform industrial assembly tasks.Design/methodology/approachA new purely translational parallel robot has been designed to fulfil the requirements of industrial assembly tasks. The kinematic and dynamic models of the robot have been obtained in analytic form. A full‐scale prototype has been realized within the Italian research programme PRIDE (Parallel Robots Interacting with Dynamic Environments). An impedance control algorithm based on the kinematic and dynamic models has been implemented on the control unit of the PRIDE prototype. The effectiveness of the impedance‐controlled PKM has been evaluated performing the assembly of white goods components.FindingsThe test results show that the combined use of impedance control and dynamic compensation applied to parallel kinematics machines allows to reduce remarkably the operational time compared to the currently used position‐controlled industrial robots.Research limitations/implicationsThe experimental tests on the PRIDE prototype show the overall industrial feasibility of impedance‐controlled parallel kinematics machines.Practical implicationsThe introduction of impedance‐controlled PKMs may improve, with a relatively low cost, the level of automation of several production plants in which delicate operations requiring force control are still executed manually.Originality/valueWhile there is a large number of existing position‐controlled PKMs, the experimental research about force‐controlled or impedance‐controlled PKMs is not widespread.
Neuro‐fuzzy control applied to multiple cooperating robots
Authors: Kumar Manish , Garg Devendra P. 
Published: June 2005

PurposeThe paper aims to advance methodologies to optimize fuzzy logic controller parameters via neural network and use the neuro‐fuzzy scheme to control two cooperating robots.Design/methodology/approachThe paper presents a special neural network architecture that can be converted to fuzzy logic controller. Concepts of model predictive control (MPC) have been used to generate optimal signal to be used to train the neural network via backpropagation. Subsequently, a trained neural network is used to obtain fuzzy logic controller parameters.FindingsThe proposed neuro‐fuzzy scheme is able to precisely learn the control relation between input‐output training data generated by the learning algorithm. From the experiments performed on the industrial grade robots at Robotics and Manufacturing Automation (RAMA) Laboratory, it was found that the neuro‐fuzzy controller was able to learn fuzzy logic rules and parameters accurately.Research limitations/implicationsThe backpropagation method, used in this research, is extremely dependent on initial choice of parameters, and offers no mechanism to restrict the parameters within specified range during training. Use of alternative learning mechanisms, such as reinforcement learning, needs to be investigated.Practical implicationsThe neuro‐fuzzy scheme presented can be used to develop controller for plants for which it is difficult to obtain analytical model or sufficient information about input‐output heuristic relation is not available.Originality/valueThe paper presents the neural network architecture and introduces a learning mechanism to train this architecture online.
Development of a general manipulator path planner using fuzzy reasoning
Authors: Wu X.J. , Li Q. , Heng K.H. 
Published: June 2005

PurposeAim for efficient motion planning of industrial robot with high degree of freedoms in both static and dynamic environments.Design/methodology/approachA multi‐agent based general path planner for serial manipulator is proposed in this work. A hierarchical structure developed based on fuzzy reasoning is employed in the planner. The high level in the hierarchical structure is designed to dynamically assign each link an appropriate behaviour and the low level is designed to determine the joint speed according to the behaviours assigned by the high level.FindingsCombination of multi‐agent concept and fuzzy reasoning approach can obtain both flexibility and efficiency in motion planning of serial manipulator with high degree of freedoms.Research limitations/implicationsMultiple local minima problem occurred in complex manipulation scenario has not yet been considered.Practical implicationsApplicable for real time motion planning of serial industrial robots with high degrees of freedom in 3D space.Originality/valueIn this research work, we make use of the of multi‐agent plus fuzzy logic concept to design a novel manipulator motion path planner, in particular, we introduce a novel mechanism into the fuzzy logic algorithm with the “back‐tracking” ability to avoid the local minima problem.The proposed motion planner has advantages on low computational cost, the suitability for real time path planning in 3D space and the capability to escape simple local minima.
Organizational communication satisfaction in the virtual workplace
Authors: Akkirman Ali D. , Harris Drew L. 
Published: June 2005

PurposeThis study aims to compare levels of communication satisfaction between virtual workplace and traditional workplace employees in a single firm and explore the potential causes of the differences.Design/methodology/approachTwo groups, virtual office and traditional office workers, from a single firm were surveyed using Down and Hazen's Communication Satisfaction Questionnaire. Based on previous research, this study developed and tested hypotheses that traditional workers would have higher levels of satisfaction in personal feedback, communication climate, relationship with supervisors, horizontal and informal communication, organizational integration and overall communication satisfaction. Further analysis of the sample groups and of the company's process of implementation helped explain the differences found.FindingsContrary to the hypotheses, this study found that virtual office workers were more satisfied with organization communication than traditional office workers. A discussion of these findings suggests this firm actually took steps recommended by researchers and consultants: upper level support, appropriate technology and technological support, culture training as well as technical training, restructuring work to support a virtual workplace, and providing extra social support systems to reduce alienation.Research limitations/implicationsThe results of the study are limited by the company‐specific nature of the sample and number of responses.Originality/valueThis study should help managers and practitioners in planning and implementing the technical and human side of a virtual workplace programme. It shows that communication satisfaction can improve in a virtual workplace and describes some of the steps the sample firm took in their implementation. Academic researchers can benefit by having a basis for further research and building beyond the limitations of this study.
A preliminary study of service predispositions amongst hospitality workers in Australia
Authors: Lee‐Ross Darren , Pryce Josephine 
Published: June 2005

PurposeTo assess the attitudes toward service delivery of employees in Australian hotels with a long‐term view of establishing job service “norms” against which candidates may be ultimately evaluated.Design/methodology/approachLee‐Ross's Service Predisposition Instrument (SPI) questionnaire was used to elicit information about the attitudes of front‐line hotel workers towards service delivery. This quantitative approach sought to identify the innate presence of service dimensions amongst workers previously found in other studies of service predispositions.FindingsAfter initial analysis, the dimensionality of the SPI questionnaire was found to be less substantial than when tested in other studies. Indeed, a new dimension of “negative service” emerged. Hotel employees rated all “service dimensions” elicited by the SPI as important. However, competence and the provision of “extras” were ranked notably highly. Affinity was scored the lowest of all dimensions. This suggests that workers recognize the particular importance of technical and intangible skills associated with the service encounter. In tourist hotels, short periods of service delivery allow only limited opportunities for workers to establish affinity with customers.Research limitations/implicationsThe SPI and the theory upon which it is based are relatively novel.Practical implicationsThe posited innate worker dimensions or attitudes necessary for effective service delivery could provide a new focus for hospitality managers when recruiting staff. Achieving effective “job‐fit” for service employees should deliver higher levels of service quality and ultimately increased organizational productivity.Originality/valueThe theoretical originality of this paper rests on the idea that “proximal” attitudinal models are useful in predicting the behaviour of individuals in the workplace. The SPI is a new and applied construct based on this notion. However, given the moderate support found for the factor structure of the SPI, these results should be treated with caution and further research is recommended.
Preferred leadership behaviours: exploratory results from Romania, Germany, and the UK
Authors: Littrell Romie F. , Nicolae Valentin Lapadus 
Published: June 2005

PurposeTo compare preferences of business managers for kinds of explicit leader behaviour from three European countries, and to determine similarities and differences, indicating requirements for management practices and expatriate management development and training.Design/methodology/approachSamples of managers from Romania, Germany, and the UK are compared using the factor scores of the Leader Behavior Description Questionnaire XII to determine the kinds of behaviour they prefer from leaders.FindingsSignificant differences are observed between all three samples, indicating different leader style preferences. Comparisons and discussions are made concerning the relationships with the Hofstede value dimensions.Originality/valueShows that different leader behaviours should be employed in business situations in different countries to successfully guide and motivate employees.
Evolutionary critical theory, metaphor, and organizational change
Authors: Abel Charles F. , Sementelli Arthur J. 
Published: June 2005

PurposeAims to consider what the best metaphor or set of metaphors might be in the organizational change process.Design/methodology/approachA conceptual discussion and approach are taken.FindingsMetaphors have proven to be highly effective aids to understanding the circumstances, clarifying the direction and resolving the problems of organizational change. However, despite their efficacy, there is much debate over what the best metaphor or set of metaphors might be. This paper argues that this uncertainty is resolved by employing Veblen's metaphor of “endogenous evolution”, and that this claim is supported by current studies of organizational change.Originality/valueThe paper is of value to management professionals in helping to develop skills for facing the onset of, and consequences of, the processes of organizational change.
Cross‐cultural training of managers
Authors: Branine Mohamed 
Published: June 2005

PurposeThe main purpose of this paper is to provide an evaluation of how Chinese managers perceive and respond to training and management development programmes that have been designed and delivered by Western experts, and of the extent to which such programmes have been successful in achieving their learning outcomes.Design/methodology/approachData have been collected from experience of a management development programme for Chinese managers in 20 state‐owned enterprises, and from interviews with 45 senior Chinese managers and officials who had been involved in a United Nations Development Programme (UNDP) for the training of Chinese managers.FindingsIt was found that although considerable efforts had been made to train the largest possible number of managers, there was still a gap between what Chinese managers could do and what they had been expected to do in order to meet the demands of increasing economic reforms. Limited resources, inadequate means, traditional ways of learning, power relationships, and political restrictions are examples of some of the apparent obstacles to the efficient implementation of Western‐designed and delivered programmes of management development in China.Practical implicationsManagement development programmes that do not take into consideration the cultural context in which managers were brought up and taught to think and operate may not be successful. It is only when Western providers of management education understand the culturally and politically bound learning habits of the Chinese they may be able to introduce some change in management and contribute to the development of China's economic reform process.Originality/valueThe paper is a further contribution to the ongoing debate on cross‐cultural training and could spark a useful discussion on the relevance of Western‐designed management development programmes in less developed countries in general and in China in particular.
Testing a path model for antecedents of accountability
Authors: Rutkowski Kelly A. , Steelman Lisa A. 
Published: June 2005

PurposeThe purpose of this research paper was to examine the construct of accountability and its impact leadership development initiative in an upward feedback framework. Previous research has suggested that accountability may be an important moderator of the relationship between upward feedback and self‐development. However, there has been little research examining the construct of accountability and this study sought to modify that.Design/methodology/approachWithin the context of upward feedback the present study examined the impact of two contextual antecedents of accountability (LMX and feedback environment) and self‐development initiative as an outcome of accountability in a path model framework. Survey methodology was used to assess the constructs of interest and the results were analyzed with regression‐based path modeling.FindingsThe results indicate the path model was partially supported by the data: the feedback environment and LMX were related to accountability and accountability was related to self‐development initiative.Research limitations/implicationsLimitations of this study include the self‐report methodology and relatively small sample size.Originality/valueThe current study was unique in that it examined manager's perceptions of accountability for using upward feedback. Managers who utilize upward feedback for self‐development are role models for subordinates and others, potentially contributions to a favorable feedback environment.