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Journal articles on the topic 'Managerial awards'
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Xiao, Yunyu, Edward Pinkney, Terry Kit Fong Au, and Paul Siu Fai Yip. "Athena SWAN and gender diversity: a UK-based retrospective cohort study." BMJ Open 10, no. 2 (2020): e032915. http://dx.doi.org/10.1136/bmjopen-2019-032915.
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ObjectivesTo promote gender diversity and equity in higher education, Athena Scientific Women’s Academic Network (SWAN) supports and recognises higher education institutions (HEI) in advancing the careers of women through charter commitment, awards, training and advocacy since 2005. Most evaluation studies, however, are based on qualitative assessments. This study sought to (1) examine the relationship between Athena SWAN accreditation/awards in the UK and gender diversity of leaders and senior academics using quantitative data from 2012/2013 to 2016/2017, and (2) explore the associations between Athena SWAN awards and university performance as measured by overall scores in global ranking systems.DesignRetrospective cohort study based on the UK HEIs.SettingHigher education sector in the UK provided by the Higher Education Statistics Agency.Participants148 HEIs who provided employment data on female-to-male ratios (55% complete data) for each academic year between 2012/2013 and 2016/2017.Primary and secondary outcome measuresGender diversity, defined as female representation rates of positions in managerial leadership (eg, heads of institutions, department heads) and professors. The Quacquarelli Symonds (QS) World University Rankings scores, an indicator of research, teaching, employability and internationalisation, were collected to measure university performance.ResultsGender diversity of managerial leaders and non-managerial professors at all levels of Athena SWAN status has improved over the 5 years. Linear mixed effects models identified that Athena SWAN awardees had lower female representation than non-awardees in managerial leadership positions (p<0.05), while the gap was narrowed among Silver awardees over time. Athena SWAN Charter members had increasingly higher female representation than those not in the Charter (p<0.05). Silver-award institutions ranked higher in QS rankings than Bronze-award institutions (β=11.80, p<0.05).ConclusionsThere are overall rising trends in gender diversity from 2012/2013 to 2016/2017. Athena SWAN members showed greater and faster growth in female representations. Silver awardees had greater university performance than Bronze awardees.
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Drymiotes, George. "Managerial Influencing of Boards of Directors." Journal of Management Accounting Research 20, s1 (2008): 19–45. http://dx.doi.org/10.2308/jmar.2008.20.s-1.19.
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ABSTRACT: In this paper, I examine issues relating to managers' ability to influence their performance evaluation. In contrast to conventional wisdom, I show that such influencing is not necessarily deleterious to shareholder welfare, despite the fact that it is aimed at maximizing the managers' compensation. In particular, I show that the managers' influencing actions can, under some conditions, improve the performance evaluation process. This mitigates the control problem between the boards of directors and managers, and lowers managerial compensation costs. I also show that managers' influencing actions can alleviate the need for costly board equity awards to align board interests with those of the shareholders. This suggests that boards with smaller equity stakes may not necessarily have weaker incentives to monitor managers.
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Choi, Yoonhee, and Namgyoo K. Park. "Examining the pull, the push, and their simultaneous effects on managerial turnover." Management Decision 58, no. 12 (2020): 2639–54. http://dx.doi.org/10.1108/md-06-2019-0822.
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PurposeThis paper aims to examine the economic and psychological mechanisms in turnover at the managerial level. The paper investigates how (1) the ease of moving posed by alternative jobs (i.e. the economic mechanism) and (2) the desire to move due to low job satisfaction (i.e. the psychological mechanism) simultaneously influence top management team (TMT) turnover and these managers' subsequent job position and pay.Design/methodology/approachUsing 25 years of panel data on more than 2,000 top managers in the United States, the paper utilizes fixed-effects logistic regressions and the ordinary least squares model to test the hypotheses.FindingsThe authors find that CEO awards (an economic mechanism) and low compensation (a psychological mechanism) independently have positive effects on turnover. Turnover due to the economic mechanism leads to a higher position and pay, whereas turnover due to the psychological mechanism does not guarantee the same outcome. Further, when examining how pay dissatisfaction influences turnover simultaneously with CEO awards, the authors find that managers with the highest pay leave their firm, and not those with the lowest pay.Originality/valueThe paper employs the pull-and-push theory in the employee turnover literature and applies it to the top management team literature. By doing so, this paper contributes original insights to how economic and psychological mechanisms simultaneously affect managerial turnover and its subsequent outcomes.
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Luo, Lei. "Determinants Of Stock Option Use By Chinese Companies." Journal of Applied Business Research (JABR) 31, no. 4 (2015): 1355. http://dx.doi.org/10.19030/jabr.v31i4.9323.
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<p>Using a sample of 225 stock option grants over the period January 2006 to June 2013, we examine the economic determinants of stock option use in Chinese firms from the optimal contract and managerial power approaches. We investigate whether the same economic factors can explain stock option awards to different types of target grantees (including directors and senior executives, technical and business personnel, and special talents introduced in the future). In consistent with the optimal contract theory, we find that the scope of stock option plans is negatively associated with ?rm size, dividend dummy, and three ownership measures (managerial ownership, blockholder ownership, and foreign ownership). Furthermore, we find that the scope of stock option plans is positively related to book-to-market ratio and prior stock returns, but the coefficients are significant only when the stock options awards cover senior managers. We also find that the impact of risk is different when options are targeted to different types of employees. In consistent with the managerial power theory, we ?nd that the scope of stock option plans is inversely related to state ownership. As for the other economic factors, their degree of impact is found to be different across a broad base of employees. In general, ownership variables are more relevant to key technical and business personnel, while firm characteristics variables are more relevant to top management.</p>
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Băltescu, Codruța Adina. "RESPONSIBLE TOURISM PRACTICES IMPLEMENTED BY TOURISM COMPANIES." SERIES V - ECONOMIC SCIENCES 13(62), no. 2 (2020): 49–54. http://dx.doi.org/10.31926/but.es.2020.13.62.2.5.
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"Sustainable development is a key managerial concept for the management decisions of any company or organization. For the tourism industry, the need to assess sustainable development is all the greater, as tourism is inextricably linked to people and places.This article highlights the importance of responsible practices of tourism companies and emphasizes the importance of certifications and awards granted by foreign experts to validate their sustainable behaviour."
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Fruhen, Laura S., Christopher D. Watkins, and Benedict C. Jones. "Perceptions of facial dominance, trustworthiness and attractiveness predict managerial pay awards in experimental tasks." Leadership Quarterly 26, no. 6 (2015): 1005–16. http://dx.doi.org/10.1016/j.leaqua.2015.07.001.
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Maia, Herta Camila Fernandes Diógenes Nunes, Ahiram Brunni Cartaxo de Castro, Cristine Hermann Nodari, and Wanderson Fernandes Modesto de Oliveira. "Antecedent dimensions in the brazilian public administration: an analysis of the innovation contest in the public sector." Revista de Gestão e Secretariado 12, no. 1 (2021): 26–52. http://dx.doi.org/10.7769/gesec.v12i1.1134.
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The analysis of innovation contests and/or awards represents a promotion to the production of this topic in public administration. This research aimed at mapping the main antecedent innovation dimensions which are present in the initiatives awarded by the Innovation Contest in Public Administration. This is a qualitative and descriptive work based on documental research whose data characterization/classification was done according to the model by De Vries, Beckkers and Tummers (2016). A theme analysis was used with the support of the QSR NVivo® software. The results pointed that, from 2008 to 2016, innovation in the initiatives awarded happened predominantly in the federal domain and it is the process-type. The main dimensions that contributed to innovation in the public administration were: Social Participation (Environmental antecedent); Client/beneficiary and market knowledge, Strategic information management/Standardization of data and processes, Strategic planning and Transforming leadership/Managers’ pro-innovation attitudes (Organizational antecedents); Strategic intention to innovate and Project management (Innovation Characteristics antecedents); and Commitment (Individual antecedents). The managerial contribution of this research lies on the identification of the main antecedent dimensions, such as the good practices that contribute to innovation in the public administration, since they can control plans, programs and innovation policies, especially on subnational levels. The dimensions that were mapped could also favor the development of an innovation culture that has society satisfaction with public services as a result.
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Rohmadin, Sulthon, and Yusi Eva Batubara. "STANDAR KOMPETENSI JABATAN ASN (STUDI PADA JABATAN PIMPINAN TINGGI PRATAMA DI LINGKUNGAN INSPEKTORAT KABUPATEN MAJALENGKA PROVINSI JAWA BARAT)." Jurnal MSDA (Manajemen Sumber Daya Aparatur) 7, no. 2 (2020): 147–72. http://dx.doi.org/10.33701/jmsda.v7i2.1151.
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In line with the President Jokowi’s Government Vision for the 2019-2024 period which focuses on “Excellent human Resources”, the bureaucratic reform requires the structuring and strengthening of apparatus resources, one of which is through ASN position competency standards. Job competency standards are used for employee procurement, appointment in office, promotion, transfer between positions, career development and awards for ASN. The method used in this study is tailor made method combined with FGD (expert meeting) method with related bureaucratic apparatus, and Delphi technique, which is one of the techniques for involving stakeholders in decision making/policy by gathering opinions through questionnaires/questionnaire. This study resulted in the concept of competency standards for high-level leadership positions in the Majalengka Regency Inspectorate consisting of managerial competencies (8 competencies), socio-cultural competencies (1 competency), technical competencies (8 competencies) and government competencies (17 competencies)
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Futaqi, Sauqi, and Imam Machali. "Pembiayaan Pendidikan Berbasis Filantropi Islam: Strategi Rumah Pintar BAZNAS Piyungan Yogyakarta." MANAGERIA: Jurnal Manajemen Pendidikan Islam 3, no. 2 (2019): 231–56. http://dx.doi.org/10.14421/manageria.2018.32-02.
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This study aims to investigate the financial management and strategies deployed by Rumah Pintar (Rumpin) BAZNAS Piyungan Bantul Yogyakarta to improve the quality of education. Employing a qualitative approach, the data of this research is collected through observation, interviews, and documentation. The data were then analyzed in three stages: data reduction, data display and data verification. The results show that financial resources of Rumpin BAZNAS Piyungan are obtained from zakat through BAZNAS Center and through the allocation of costs in Rumpin that has increased from year to year. The improved allocation of costs were caused by the increasing need for services requested by the service recipients (mustahik). The result of the cost improvement is the increasing quality of education and services. It can be seen from the achievements obtained by Rumpin BAZNAS Piyungan which won number of awards such as the Best Rumpin in center development under the category of Non-Departmental body; received award of pustaka bakti tama penggerak buku (books reader movement for literary devotion) and several training certificates that can be used to find a job.
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Gordin, Valeriy E., and Elena M. Elkanova. "«Pulsating Organizations» in Culture." Journal of Flm Arts and Film Studies 8, no. 4 (2016): 136–44. http://dx.doi.org/10.17816/vgik84136-144.
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The authors examine managerial practices of pulsating cultural institutions arranging film festivals and awards procedures. The machinery of any repeatable film festival implies cycling pattern, that is passing through certain sequential stages with the purpose of their own. Event operational activity is characterized by peaks before and during the event and falls after the festival execution. Pulsating organizations concept is used to highlight film festivals specific nature with the scope of activities that expands and shrinks. Despite the fact that organizational and economic mechanism of the event activities is characterized by unique features associated with the discrete service delivery (including cash flows intermittency, the need in new sources of funding, demand in staff during concrete stages of the festival cycle), there are no special publications analyzing a festival as an organization or within the management framework. tte pulsating effect which emphasizes primarily changes in the number of employees, has an impact on the inner organizational processes, as well as on its external environment, e.g. customer relationship management. Analysis of pulsating effect overcoming models will help to identify the algorithm of more efficient policies for film festival structures management.
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Grujicic, Maja, Jelena Jovicic-Bata, Slavica Radjen, Budimka Novakovic, and Sandra Sipetic-Grujicic. "Work motivation and job satisfaction of health workers in urban and rural areas." Vojnosanitetski pregled 73, no. 8 (2016): 735–43. http://dx.doi.org/10.2298/vsp140715062g.
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Background/Aim. Motivated and job satisfied health professionals represent a basis of success of modern health institutions. The aim of this study was to investigate whether there was a difference in work motivation and job satisfaction between health workers in urban and rural areas in the region of Central Serbia. Methods. The study included 396 health professionals from urban setting, and 436 from a rural area, employed in four randomly selected health facilities. An anonymous questionnaire was used for data gathering. Statistical analysis was performed using ?2, Student t-test, Spearman's correlation coefficient, and logistic regression analysis. Results. Urban health professionals were significantly more motivated and job satisfied than respondents from rural area. In relation to work motivation factors and job satisfaction of health professionals in urban and rural areas, there were no significant differences in working conditions and current equipment, and in terms of job satisfaction there were no significant differences in relation to income either. Conclusion. In order to increase the level of work motivation and job satisfaction of health workers in rural areas, apart from better income, they should get more assistance and support from their supervisors, and awards for good job performance; interpersonal relationships, promotion and advancement opportunities, managerial performance and cooperation at work should be improved; employment security should be provided, as well as more independence at work, with professional supervision of health workers.
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Ilchenko, Petro. "Formation Of The Fundamental Principles Of Lev Venediktov's Creativity In The Performing Activities Of The Song And Dance Ensemble At The Kiev Military District." Часопис Національної музичної академії України ім.П.І.Чайковського, no. 1(50) (March 18, 2021): 133–47. http://dx.doi.org/10.31318/2414-052x.1(50).2021.233148.
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The little-studied period at the beginning of Lev Venediktov's creative activity in the Song and Dance Ensemble at the Kyiv Military District is considered. The scale of personality and creative work of an outstanding musician, brilliant choirmaster, conductor, teacher, artistic director of a well-known ensemble is studied. The ways of formation of professional skill of the artist, gradual formation of his individual creative method are analyzed. The influence of the Master’s personality on the professional growth of the team, education of a galaxy of talented youth, which is now the golden fund of Ukrainian culture — outstanding choirmasters, conductors, musicians, teachers, state awards, degrees, honorary titles. The peculiarities of the creative atmosphere, the moral climate in the team, the motivation of its participants to achieve significant artistic goals are described. The specific nature of the artistic director's activity during the preparation and conducting of the band's tours in Ukraine and abroad is revealed. The basic principles of the Master 's creative activity, which received their further development in the conditions of the Kyiv Opera House, are determined. His personnel policy, which was distinguished by a personal individual approach to the formation of the team is outlined. The specifics of Lev Venediktov's repertoire policy in the ensemble, its multi-vector approach with the presence of works of army patriotic, modern themes, Ukrainian folk songs, classical repertoire focused on the philharmonic, academic artistically prepared audience are established. It is proved that in the work on the repertoire the colossal erudition of the Master was shown, directed on application of synthesis of various means of stage expression in the context of theatricalization of concert programs. It is noted that Lev Venediktov's professional activity organically combined organizational-managerial, staging-demonstration, pedagogical-educational aspects of work with the team, which contributed to the creative growth and wide popularity of the ensemble in Ukraine and abroad.
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Gupta, Vipul, Sameer Khanna, and Iljoo Kim. "Personal Financial Aggregation and Social Media Mining." International Journal of Business Intelligence Research 5, no. 4 (2014): 14–25. http://dx.doi.org/10.4018/ijbir.2014100102.
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Consumers have been banking and trading online for several years now. More ambitious and tech savvy consumers have also been constructing an overview of their financial life by using Personal Finance software like Quicken and online tools such as Yodlee and Mint.com. Since late 1999, Personal Financial Aggregators (PFAs) have started offering internet based services to automate this process of account aggregation. This web account aggregation allows individuals to log onto one Web site and view all of their online accounts in one place. Online accounts that can be aggregated include financial sites (bank, credit card, brokerage, insurance, etc.) as well as lifestyle-based sites (travel awards, email, chat rooms, etc.). The idea behind Personal Financial Aggregation is to offer consumers their own personal portal from which they can see all their finances at a glance, balance and rebalance accounts, make investments, pay bills, etc. In addition to this Web data aggregation, consumers are relying on social media sites such as facebook, tweeter and other internet forums to get financial advice from each other and also to critique various financial products and services. As a result, many Financial Institutions (FIs) are using social media analysis and mining to shape their businesses. FIs include consumer banks, brokerages, insurance, wealth management firms, etc. This paper presents a framework for financial institutions that combines social media mining, web mining, online advice engines, and web aggregation. This framework can be utilized by FIs to analyze online buzz about their products/services and combine those insights with web aggregation and online advice to create different revenue streams and to offer personalized bundled products and services. The authors conducted interviews with various executives at the Global Financial institutions and insurance companies to test and validate this framework. A comprehensive review of top service providers and vendors that can enable and drive this framework is also discussed in this paper, followed by managerial implications, benefits and challenges.
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Poliak, O. "CURRENT REQUIREMENTS FOR THE COMPETITIVENESS OF THE HIGHER EDUCATION TEACHER." Visnyk Taras Shevchenko National University of Kyiv. Pedagogy, no. 1 (11) (2020): 35–37. http://dx.doi.org/10.17721/2415-3699.2020.11.08.
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The article is devoted to the problem of formation and development of competitiveness among teachers of higher education institutions. If the content and structure of professional competitiveness, defined by state standards, are formed without taking into account the personal qualities of the learning subject, its interests, abilities and are not determined by the professionalism of the teacher, it is impossible to lay the foundations of competitiveness and develop the ability to compete. The genesis of different approaches to the concept of competitiveness of the modern educator has been analyzed, in particular, in modern researches it is emphasized on: – managerial, psychological and pedagogical aspect of competitiveness. The process of forming the competitiveness of a teacher of a higher education institution, which includes its components, is outlined: = levels of development: a motivational and holistic component; emotional-volitional component; evaluation and adjustment component; = conditions of formation: the need to find such forms of work of the teacher, which would ensure the continuity of the process of his professional growth, development and introduction of multidimensional models of the organization of professional development, introduction of new educational technologies, participation in innovative activity; = development of a complex of properties of his personality necessary for a high level of professional activity. The activity of the teacher is characterized by pedagogical expediency by orientation, individually creative character in content and organization, choice of means; = ways of formation: a certain amount of knowledge, abilities, skills and continuous improvement of the state of theoretical, psychological-pedagogical, methodological and technological preparation; motives for professional self-improvement; the desire for selfrealization and self-affirmation of personality; professional growth; expanding horizons; increasing the level of development of all types of competences; the presence of cognitive interest; creating a positive image among students and colleagues; upgrading the qualification category during certification; receiving awards; raising personal rankings at different levels of subordination; improving professional competence; raising the level of organization of the educational process.
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Giles, Penelope. "Federated Clerks Union of Australia v Victorian Employers Federation." Federal Law Review 15, no. 4 (1985): 348–54. http://dx.doi.org/10.1177/0067205x8501500405.
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Industrial law — Victorian award relating to notification and consultation by employers in relation to proposed technological change — Applicability of principles under the Conciliation and Arbitration Act 1904 (Cth) — Current status of traditional dichotomy between industrial matters and managerial prerogative — Commercial Clerks Award Clause 39 — Industrial Relations Act 1979 (Vic) ss 3(1), 34(1) — Conciliation and Arbitration Act 1904 (Cth)
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Alsugair, Abdullah M., and Mansour M. Abuthnain. "Assessment of Government Contractor Classification System in Saudi Arabia." Advanced Materials Research 250-253 (May 2011): 345–55. http://dx.doi.org/10.4028/www.scientific.net/amr.250-253.345.
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This paper presents results of a study to assess the Government Contractor Classification System in Saudi Arabia. Contract award procedures in public projects of Saudi Arabia are accomplished in two steps. The first one involves qualifying contractors to insure that their technical, financial, and managerial capabilities are suitable for the project to be awarded. This qualification is accomplished by the Contractor Classification Agency- Ministry of Municipal and Rural Affairs- in which the contractor is classified according to his specialty and capabilities. In the second step, bids of the contractors who satisfy the required classification are evaluated to select the best bid. Since the contractor classification is the only screening method to disqualify incompetent contractors and the difficulty of dismissing a qualified contractor who submits the lowest bid, the contractor classification must be an actual measure for the contractor's capabilities. To assess the contractor classification system a questionnaire has been prepared and distributed to the project mangers in different public ministries and agencies. The number of distributed questionnaire was 250 and 198 were collected and used in this study. In order to conduct an objective evaluation, a comparison has been conducted between performance of contractors who are awarded projects based on the contractor classification only with performance of contractors who are awarded projects based on the contractor classification and an additional prequalification by the project owner. Also, Chi-squared test was used to verify the cause of the difference in results of using these two types of prequalification. Results of the study reveal that the contractor classification system does not properly reflect the contractors’ capabilities.
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Wagner, Tillmann, Thorsten Hennig-Thurau, and Thomas Rudolph. "Does Customer Demotion Jeopardize Loyalty?" Journal of Marketing 73, no. 3 (2009): 69–85. http://dx.doi.org/10.1509/jmkg.73.3.069.
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Hierarchical loyalty programs award elevated customer status (e.g., “elite membership”) to consumers who meet a predefined spending level. However, if a customer subsequently falls short of the required spending level, firms commonly revoke that status. The authors investigate the impact of such customer demotion on loyalty intentions toward the firm. Building on prospect theory and emotions theory, the authors hypothesize that changes in customer status have an asymmetric negative effect, such that the negative impact of customer demotion is stronger than the positive impact of status increases. An experimental scenario study provides evidence that loyalty intentions are indeed lower for demoted customers than for those who have never been awarded a preferred status, meaning that hierarchical loyalty programs can drive otherwise loyal customers away from a firm. A field study using proprietary sales data from a different industry context demonstrates the robustness of the negative impact of customer demotion. The authors test the extent to which design variables of hierarchical loyalty programs may attenuate the negative consequences of status demotions with a second experimental scenario study and present an analytical model that links status demotion to customer equity to aid managerial decision making.
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Jurow, Susan. "Managerial excellence: McKinsey award winners from the Harvard business review, 1980–1994." Journal of Academic Librarianship 23, no. 3 (1997): 244. http://dx.doi.org/10.1016/s0099-1333(97)90119-1.
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Hooy, Chee-Wooi, and Chwee-Ming Tee. "Director’s monitoring effectiveness and CEO compensation." Corporate Ownership and Control 11, no. 2 (2014): 136–43. http://dx.doi.org/10.22495/cocv11i2p10.
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This paper examines the monitoring effectiveness of independent and non independent directors on a CEO pay-performance of Malaysian financial firms from 2002-2009. It is based on the agency and managerial power theory. The former states that under optimal contract pay should be aligned to performance, while the latter postulates that powerfully entrenched CEO can influence captive directors to award generous compensation package. Our empirical results show (1) a high CEO pay-dividend sensitivity while market measurement plays no part in influencing CEO pay; (2) both the independent and non independent directors have failed in their fiduciary role as internal monitor, suggesting the dominance of managerial power in the board; (3) the appointment of independent directors is merely a move to fulfill the minimum standards of the best practices of corporate governance.
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Wynarczyk, Pooran. "Addressing the “gender gap” in the managerial labour market." Management Research News 30, no. 12 (2007): 942–54. http://dx.doi.org/10.1108/01409170710833367.
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PurposeThis paper aims to investigate the “gender management gap” in the scientific labour market in the North East of England. The paper seeks to compare and contrast employment, ownership, management structure and capacity between men and women in the Science, Engineering and Technology (SET) sector.Design/methodology/approachThe empirical investigation is based on a survey of 60 SET‐based small and medium‐sized enterprises (SMEs), operating in the North East of England.FindingsThe results show that women are particularly under‐represented in managerial and senior positions of scientific nature in the private sector in the North East of England. The “glass ceiling” effect appears to be widespread.Research limitations/implicationsThere are very limited empirical data and research on the nature and level of participation of women in the scientific managerial labour market at firm level in the UK. There is a need for more rigorous research at firm and regional levels to examine the cumulative effects of underlying factors that prevent women from progression, beyond the “glass ceiling”, in the scientific labour market.Practical implicationsThis paper builds upon a research project funded by the ESRC Science in Society Programme. The key findings have resulted in a subsequent award from the Economic and Social Research Council (ESRC) Impact Grants to establish the “North East Role Model Platform for Innovative Women” in the light of the Science City Initiative.Originality/valueThe “gender management gap” in the scientific labour market in the North East of England has not, empirically, been investigated before and appears to be a highly neglected area of public policy and research.
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Safronova, Kseniya, and Dmitriy Tsvirkunov. "The Maturity Level Study of Applying Lean Production on Russia’s Enterprises." Moscow University Economics Bulletin 2020, no. 2 (2020): 106–22. http://dx.doi.org/10.38050/01300105202026.
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The subject of this study is the application of the «lean production» (LP) management approach applied in the companies that have been highly evaluated for their business performance (the RF Government Quality award in the field of quality (further - the Award) based on the EFQM model). The purpose of the study is to determine enterprise maturity of LP application and to trace the correlation between the maturity level and the actual performance of the company. The application of the research results can be aimed at solving the problems of enterprise management in setting goals and choosing management approaches to achieve them, as well as the problems of adapting modern management approaches to environmental conditions taking into account the internal capabilities of the company. The research results can also be used to develop methodological recommendations, normative documents for using lean production. Preliminary findings allow us to conclude that the Award winners use a complex of management approaches in which LP takes one of the leading positions. The results of the research make it possible to establish a typical choice of organizations in the chain of «goals - management methods», and also to identify success and risk factors in applying managerial approaches. The article presents the results of preliminary work on the analysis of enterprises maturity in applying LP, which will be further used in the second part of the study.
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Bell, David N. F., and Robert A. Hart. "Wages, Hours, and Overtime Premia: Evidence from the British Labor Market." ILR Review 56, no. 3 (2003): 470–80. http://dx.doi.org/10.1177/001979390305600306.
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Unlike the United States, Britain has no national laws regulating overtime hour assignment or compensation. Using individual-level data on male non-managerial workers from the 1998 British New Earnings Survey, the authors investigate relationships among the standard hourly wage rate, hourly earnings (including overtime), the overtime premium, and the length of overtime hours. They find that when overtime is accounted for, average hourly wage earnings are fairly uniform across firms in a given industry, because firms paying below-market-level straight-time wages tend to award above-market-level overtime premiums, and, conversely, firms paying above-market-level straight-time wages provide below-market-level overtime premiums.
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Fells, R. E. "Award Restructuring, Workplace Reform and the Changing Nature of Australian Industrial Relations." Economic and Labour Relations Review 4, no. 2 (1993): 257–78. http://dx.doi.org/10.1177/103530469300400206.
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This paper examines the changes taking place in Australian industrial relations. It takes as its starting point the policy objective of improving workplace productivity and examines the impact of reforms on this objective using Lewin's framework for the analysis of change and a mining operation as a case study. The paper suggests that the reforms are only facilitative and this exposes a reliance on management for the achievement of the policy objective. The dominance of managerial perspective changes the fundamental nature of the industrial relations system and raises several important policy considerations, in particular issues relating to the recognition of trade unions.
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Vanchukhina, Lyubov, Tatyana Leybert, Anastasia Rogacheva, Yulia Rudneva, and Elvira Khalikova. "New model of managerial education in technical university." International Journal of Educational Management 33, no. 3 (2019): 511–24. http://dx.doi.org/10.1108/ijem-08-2018-0270.
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Purpose A modern trend in the educational environment in recent years has been the permanent education system with the involvement of online study modes. It is based on multidisciplinarity and adaptivity of educational technologies, starting with the basic level of education – bachelor’s degree, and ending with gaining competences in the field of engineering and economics throughout the whole professional life of a student. The purpose of this paper is to perform a detailed analysis of development of permanent education in Russian universities, focusing on statistical data on popularity of jobs as to professional groups among employers and determining peculiarities of permanent education, based on the distinguished peculiarities of permanent education and requirements of business to develop a model of engineering and managerial education that would integrate two blocks of the educational process – engineering and economic, as well as include modern technologies of teaching. Design/methodology/approach The authors propose the modern model of engineering management education that is implemented in the Russian technical universities. Its distinctive feature as compared to the conventional educational technologies is gaining competences in the field of economics and management at the same time with engineering education at the second stage of education – the master’s program. The proposed model of engineering and management education results in obtainment of two diplomas by the student who is awarded with a master’s degree in engineering and a master’s degree in economics. A difference of the offered model from the traditional educational technologies is obtaining competences in the sphere of economics and management together with engineering education at the master’s program. The result of the offered model of engineering and managerial education is graduate’s receiving two diplomas with master’s degree of engineer and master of economics. The paper shows the existing mechanism of implementing the model of engineering and economic education in a technical university by the example of the master’s program in Economics “Evaluation of economic risks during technological decisions (in oil processing and oil chemistry).” Findings The offered model of engineering and managerial education will allow training the engineers of a new type, who will be able to adapt to new tendencies and initiate the changes that are necessary for effective functioning of business in the conditions of digital economy. Originality/value The offered model of engineering and managerial education should be acknowledged as an innovational educational project that raises demand for graduates through their adaptability to employer’s needs and their usage of new tools of management that are based on exchange of information data and that form managerial task for information provision of the process of decision making and their further execution.
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Zartaloudis, Thanos. "Public Policy and the Administrative Government of Unlawful Detention: The Landmark Case of Lumba and Mighty." International Journal on Minority and Group Rights 22, no. 1 (2015): 68–100. http://dx.doi.org/10.1163/15718115-02201003.
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This article critically analyses the landmark case of wl (Congo) 1 & 2 v. sshd; km (Jamaica) v. sshd [2011] uksc 12 (Lumba and Mighty) which examined whether certain breaches of public policy and law were capable of rendering unlawful the detention of foreign national prisoners pending their deportation under the Immigration Act 1971. The liability finding in this case is a welcome reminder of the critical role that the Courts can play in this field of litigation as well as the great difficulty within which they are placed. Yet the award of nominal damages not only dilutes the significance of the nature of liberty as a fundamental right, but forces the Court into having to read down its role along the lines of a managerial logic of immigration control which has increasingly displaced a principled approach to immigration law and policy.
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Bartram, Dave. "Occupational Standards and Competence-Based Qualifications for Professional Applied Psychologists in the UK." European Psychologist 1, no. 3 (1996): 157–65. http://dx.doi.org/10.1027/1016-9040.1.3.157.
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The paper outlines the development of employment-led qualifications in the UK. These qualifications have been based upon a notion of competence at work, defined in terms of standards developed using a functional approach to occupational analysis. While initial developments focused on standards development and the design of qualification at “lower levels”, there has been increasing interest in extending the approach to the analysis of higher level professional, technical and managerial occupations. The paper reports the work being carried out by the British Psychological Society on the development of occupational standards for applied psychology and reports on some of the key issues emerging from this project. These include the problem of identifying and specifying the knowledge, understanding and skills required for competence at work and the relationship between the criteria for the award of qualifications and those related to entry into a profession as a practitioner.
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Chikoto, Grace. "Steering International NGOs through Time: The Influence of Temporal Structuring in Government Accountability Requirements." Nonprofit Policy Forum 6, no. 1 (2015): 59–90. http://dx.doi.org/10.1515/npf-2014-0016.
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AbstractRelying on qualitative interview data from three U.S.-based government-funded international nongovernmental organizations (INGOs), this article explores the temporal structuring, that is, the timing of governmental accountability requirements and their impact on nonprofit organizations. The article reports that, entrenched within government accountability requirements and expectations are temporal structures that serve as powerful levers for influencing, ensuring, and verifying INGOs’ financial integrity and stewardship of the federal dollars awarded to them. The article draws the following conclusion: that government’s accountability practices are operationalized through ex ante, mid-course, and ex post temporal structures, all of which, combined with verification and explanatory accountability processes, effectively serve to steer, direct, and control the managerial and operational decisions of INGOs.
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McGangole, John. "Managerial excellence: McKinsey Award Winners from the Harvard Business Review 1980-1994. Harvard Business School Press, Boston, 1996, $29.95." Competitive Intelligence Review 7, no. 2 (1996): 92–93. http://dx.doi.org/10.1002/cir.3880070216.
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Espejo, Márcia Maria dos Santos Bortolocci, and Franciele do Prado Daciê. "Reducing information asymmetry from the management control perspective: discussion of practices in transparent companies." Revista Contabilidade & Finanças 27, no. 72 (2016): 378–92. http://dx.doi.org/10.1590/1808-057x201603000.
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ABSTRACT The capital market is supplied with information daily, but when this is made available in an incomprehensible way, it becomes a potential barrier to investment. In order to overcome this shortcoming, constantly improved regulations intensify the need for more and better information. In the managerial context, empirical studies indicate that there is a low level of use of modern Management Accounting tools; however, on a theoretical level, Accounting Theory prescribes that Accounting must effectively meet the needs of its external and internal users. It is thus believed that not only financial but also management information would be apparent in its reports. This investigation aims to verify whether there are differences with regards to the level of reporting of management control practices in the financial statements of companies nominated for the Transparency Award, organized by the National Association of Finance, Administration, and Accounting Executives (ANEFAC), the Accounting, Actuarial, and Financial Research Institute (FIPECAFI) and Serasa Experian, compared with the other companies listed on the São Paulo Stock, Commodities, and Futures Exchange (BM&FBOVESPA). These elements were defined based on a discourse analysis of Management Reports (MRs) and the evidence was tested using Multiple Correspondence Analysis. The sample consists of 19 MRs from publicly-traded companies that were nominated for the Transparency Trophy and 129 MRs from companies listed on the BM&FBOVESPA. The findings show that the companies nominated for the award have some special informational categories in the discourses of their MRs and that these elements are not enough to show differences in the level of transparency of management control practices.
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Liu, Bin, and Junqing Wang. "Demon or angel: an exploration of gamification in management." Nankai Business Review International 11, no. 3 (2019): 317–43. http://dx.doi.org/10.1108/nbri-02-2018-0013.
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Purpose Previously coined as the application of gaming principles in non-gaming scenarios, gamification is an emerging managerial tactic, but it lacks a rigorous theorization in the management discipline. Based on introductive research on related domains, this study aims to link up gamification and training and directly explored its effectiveness and efficacy, thus providing certain implications for practitioners. Specifically, this paper conceptualizes the gamification as a crystallization of routines as it continuously strengthens the new ways to award and punish with predetermined goals while initiated from past experiences. As such, the study confirms that gamification demotivates the participants and lowers their performances. Overall, the study is important as it investigates the significance of gamification and offers a new perspective to disentangle the debates over the effect of experience on learning. Design/methodology/approach The study used one base experiment conducted in two random-chosen paired classes, followed by another confirmative experiment. By introducing the gamification system into one experiment class while controlling the other, the authors sent out two waves of surveys while merging with the objective grades to investigate the effects of gamification on both motivation and performance. Findings The results have confirmed that gamification could engender the detrimental effects on both motivation and performance, though the authors did not find support for a mediating effect of motivation on the relationship between gamification and performance. Research limitations/implications Because of resource limitation, the study used business students’ academic performance as a proxy for the performance effect. Although the results help reveal a basic cause-effect relationship, we still need further experiments based on real business units and/or on larger samples. Practical implications The findings indicate that gamification counter-intuitively demotivates participants and directly leads to poorer performances. This reminds practitioners of a cautious adoption of gamification in their management system. Originality/value To the best of authors’ knowledge, this study is among the first to link the trendy concept of gamification with both managerial and academic studies on related fronts.
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Hayslip, Travis B., Martina G. Gallarza, and Luisa Andreu. "Service-Dominant Logic and Value in Tourism Management: A Qualitative Study within Spanish Hotels Managers." Journal of Business Theory and Practice 1, no. 2 (2013): 303. http://dx.doi.org/10.22158/jbtp.v1n2p303.
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<p><em>With the award-winning article of Vargo and Lusch (2004), a new concept was introduced, called Service-Dominant logic (S-D logic). This paper aims to apply S-D logic to the tourism sector by determining </em><em>if this new approach, by means of the importance of value co-creation, can affect the perceptions of value in the mind of the consumer and, thus, be used as a source of competitive advantage if adopted by tourism service providers. In this paper a conceptual framework is established through a literature review on both S-D logic and value in tourism. After a review of both topics, links between them are conceptually explored. With empirical research methods this study analyzed the applicability of the ten foundational premises of S-D logic in the tourist experience. Through exploratory research, we conducted in-depth interviews with hotel directors in the tourism sector in order to generate qualitative data and provide valuable knowledge to make conclusions on the managerial implications that the practical use of this new mindset would entail. Tourism managers should consider these new ideas in practice as a way to enhance value co-creation and differentiate themselves from the competition.</em></p>
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Paniccia, Paola, and Silvia Baiocco. "Co-Evolution of the University Technology Transfer: Towards a Sustainability-Oriented Industry: Evidence from Italy." Sustainability 10, no. 12 (2018): 4675. http://dx.doi.org/10.3390/su10124675.
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Industry is continuously evolving, reflecting changes in society. An important aspect of this evolution concerns how new digital technologies are used and their effects on innovation and sustainability. Thus, the relationship between university, industry, and government grows stronger, shifting the focus on technology transfer processes from university to industry, at local and national levels. To increase our understanding of how these processes take place, more theoretical and empirical research is required. This paper aims to respond to this call by examining the university technology transfer through a co-evolutionary approach. The study analyses the dynamics of the relationships at different organisational levels within universities able to create sustainability-oriented innovative university spin-offs and start-ups, through the Italian National Innovation Award case. The findings show that the creation of these spin-offs and start-ups are the result of effective multi-level co-evolutionary adaptations within universities, and among university, industry and government. The article contributes to the further understanding of the management of technology transfer by combining some elements from the literature about the co-evolution of social organisations and their environment with some elements from the Triple Helix model of innovation. Moreover, both theoretical and managerial implications emerge, together with suggestions for future research.
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Li, Cuihong. "Supplier Competition and Cost Reduction with Endogenous Information Asymmetry." Manufacturing & Service Operations Management 22, no. 5 (2020): 996–1010. http://dx.doi.org/10.1287/msom.2019.0784.
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Problem definition: We consider a buyer sourcing from multiple competing suppliers who exert cost-reduction efforts before procurement contracts are awarded. Academic/practical relevance: The supply chain is subject to the classic hold-up problem—as the lack of a contract commitment hinders suppliers’ incentives to make investment upfront—complicated with supplier competition. Methodology: With deterministic cost-reduction outcomes, suppliers will not exert any effort if this effort is observable, and a pure-strategy equilibrium does not exist if the effort is unobservable. We analyze the mixed-strategy equilibrium with unobservable supplier effort, in which suppliers randomize their efforts and the buyer designs an optimal procurement mechanism. Results: We show that the optimal procurement mechanism can be implemented by a conventional single-price reverse auction with a random reserve price. The mixed strategy of supplier effort generates endogenous information asymmetry on supplier costs that provides suppliers with information rent, which sustains their efforts. The endogenous information asymmetry improves effort efficiency (by inducing positive supplier effort), yet introduces trade inefficiency (by causing the possible failure of trade between the parties). Although increasing supplier competition (measured by the number of suppliers) hurts the effort efficiency, it improves trade efficiency. As a result, the buyer is always better off introducing supplier competition by including more than one supplier in the supply base. However, the desired supply base size (number of suppliers) depends on the product revenue: For high-margin goods, the optimal size is achieved with two suppliers, whereas for low-margin goods, a larger supply base is better for the buyer. We show that the result based on deterministic cost reduction can be established as a limit of the case when uncertainty in cost reduction exists and shrinks to null. Managerial implications: Our study helps to understand the impact of supplier competition when supply-chain parties deliberately make their actions unpredictable to avoid being held up. The findings provide managerial guidance on procurement auction and supply base designs.
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Hüttinger, Lisa, Holger Schiele, and Dennis Schröer. "Exploring the antecedents of preferential customer treatment by suppliers: a mixed methods approach." Supply Chain Management: An International Journal 19, no. 5/6 (2014): 697–721. http://dx.doi.org/10.1108/scm-06-2014-0194.
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Purpose – This paper aims to understand the factors that influence a supplier’s choice to treat selected customers more preferentially than others. Suppliers often lack the resources to treat all their customers equally, instead having to make choices to treat some customers as preferred. Empirical evidence indicates that preferential treatment by suppliers provides substantial benefits for the purchasing firm. Design/methodology/approach – This study applies a mixed-methods approach. First, a qualitative analysis of a sample of buyers from an automotive manufacturer was conducted. In the second step, the findings were triangulated via a quantitative survey among key account managers of the automotive firm’s suppliers. Findings – This paper is the first to provide quantitative data collected from a large sample of automotive suppliers about the drivers of preferential customer treatment. The authors were able to show that the growth opportunities for suppliers and customers’ operative excellence, reliability and relational behavior are factors that induce suppliers to award preferential customer treatment. In contrast, innovation potential for suppliers, customers’ support of suppliers, supplier involvement and contact accessibility do not show a significant effect on suppliers’ behavioral intentions toward preferential customer treatment. Originality/value – The mixed-methods approach is introduced as a form of academic enquiry in supply chain management. The factors influencing preferential customer treatment by suppliers are explored in discussions with purchasers and validated in a subsequent survey among suppliers. Recommendations for managerial practice and theory are drawn.
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Glas, Andreas Herbert, and Michael Eßig. "Factors that influence the success of small and medium-sized suppliers in public procurement: evidence from a centralized agency in Germany." Supply Chain Management: An International Journal 23, no. 1 (2018): 65–78. http://dx.doi.org/10.1108/scm-09-2016-0334.
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Purpose One of the major methods to promote small- and medium-sized enterprises (SMEs) in public procurement is to split tenders into lots. The basic assumption is that SMEs have better chances of awarding smaller or more specialized contracts. This paper aims to investigate whether this widely accepted assumption is correct. Design/methodology/approach This article examines four hypotheses about the factors that influence SME success in public procurement. The empirical analysis uses real data from 380 contract award files and logistic regression to test the hypotheses. Findings The results show that a higher number of lots in a tender does not significantly increase the success rate of SMEs, and other factors, including the type of public procurement procedure, the number of participating companies and the overall tender volume, significantly influence SME success. Research limitations/implications There are several implications for theory and practice, including the need to further strengthen the academic evaluation of public procurement policies, the suggestion to implement SME support instruments in public legislation with the utmost caution in practice and the managerial indication that SME competitiveness is more relevant to their success in public bidding than public support policies. Originality/value The findings stand in fundamental contrast to the legal regulations, which postulate that lots are the driving force for SME promotion in public procurement. This is also in contrast to public procurement policies that, for many years, have recommended splitting contracts into smaller lots to become SME-friendly.
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Cottafava, Dario, Gabriela Cavaglià, and Laura Corazza. "Education of sustainable development goals through students’ active engagement." Sustainability Accounting, Management and Policy Journal 10, no. 3 (2019): 521–44. http://dx.doi.org/10.1108/sampj-05-2018-0152.
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Purpose The purpose of this paper is to discuss and present new teaching techniques to advance the concept and the practice of education for sustainable development (SD). Due to the recently introduced 17 sustainable development goals (SDGs) and owing their interlinkages and targets, an evolution of the traditional teaching techniques is needed. Design/methodology/approach With the use of a single revelatory case study, this paper presents an example of education for SD goals activity carried out at the University of Torino, focussed on merging SD with the active engagement of students. Findings The empowerment of students happens through a transformative learning experience grounded in the acquisition of managerial soft skills useful in co-creating and co-designing projects to contribute towards SDGs effectively. Practical implications The ultimate goal is to support students to become active citizens in their communities (e.g. starting within the University). Social implications Students learnt about SDGs and the complexities of sustainability, and, at the same time, they learnt valuable tools to contribute to their transformation to develop projects for the benefit of local territories and organizations. Originality/value The paper showcases how transformative learning could be applied to SDGs. Awarded as one of the best practices regarding SD by the Italian Network of Universities for Sustainable Development, the case involves students in a transdisciplinary, creative and open learning environment.
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Holifurrahman, Holifurrahman. "Kurikulum Modifikasi dalam Praktik Pendidikan Inklusif di SD Al-Firdaus." INKLUSI 7, no. 2 (2020): 271. http://dx.doi.org/10.14421/ijds.070205.
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Most of the schools selected as providers of inclusive education are generally not yet prepared. This study aims to provide an overview of modified curriculum management implemented with cluster and pull-out learning models for students with disabilities at SD Al-Firdaus Surakarta. They were awarded the best inclusive school at the national level in 2012. Qualitative research is used to produce a comprehensive description of managerial steps, starting from planning, organizing, implementing, and evaluating the modified curriculum with the cluster learning model and pulling out students with disabilities. Based on data obtained from interviews, observations, and documents, this study concluded that an inclusive school requires modification in many ways and adapting to the needs of individual students with disabilities.[Kebanyakan sekolah yang ditunjuk sebagai penyelenggara pendidikan inklusif umumnya belum memiliki kesiapan. Penelitian ini bertujuan untuk memberikan gambaran manajemen kurikulum modifikasi yang diimplementasikan dengan model pembelajaran klaster dan pull-out bagi siswa difabel di SD Al-Firdaus Surakarta yang pernah mendapatkan penghargaan sekolah inklusif terbaik tingkat nasional pada tahun 2012. Penelitian kualitatif digunakan untuk menghasilkan paparan yang komprehensif mengenai langkah-langkah manajerial, mulai dari perencanaan, pengorganisasian, pelaksanaan, dan evaluasi kurikulum modifikasi dengan model pembelajaran klaster dan pull-out bagi peserta didik difabel. Berdasarkan data yang diperoleh dari wawancara, observasi, dan dokumen, penelitian ini menyimpulkan bahwa untuk menjadi sekolah inklusif diperlukan modifikasi dalam berbagai aspek kurikulum dan menyesuaikan kebutuhan peserta didik.]
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Thillainathan, Ramasamy. "Privatisation of Toll Roads to Promote Malay Entry into Business in Malaysia: A Critical Review of Distribution Stance, Returns, Risk and Governance." Malaysian Journal of Economic Studies 58, no. 1 (2021): 145–74. http://dx.doi.org/10.22452/mjes.vol58no1.8.
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The focus of the paper is on toll road privatisation. An overview of the choice of privatisation and the form it took, in promoting the entry of Malays into business, is followed by a review of other studies on privatisation in Malaysia. Given the highly confidential nature of the privatised concessions, data on ownership and likely terms have been gleaned from rating of the bonds issued, as the bond market has been the key source of infrastructure financing. From such data, the dominance of the Malay managerial class over its business class is readily evident, especially after the Asian financial crisis (AFC). The likely impact of toll road privatisation on the stance of distribution is also examined. As concessions are still awarded on a negotiated basis, the issue of rent-seeking is also explored. Uncertainty and variability in the financial performance of the concessionaires can be seen from the spread and deterioration in credit of the issuers, attesting to the greenfield nature of the projects undertaken or due to differences in gearing or in the support and subsidy enjoyed from the government. The separation in ownership and control, either due to continued ownership by state-owned enterprises (SOEs) or widely held public listed companies (PLCs), has increased the risk of expropriation by those who exercise management control.
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Fitzcharles, Mary-Ann, Peter A. Ste-Marie, Emmanouil Rampakakis, John S. Sampalis, and Yoram Shir. "Disability in Fibromyalgia Associates with Symptom Severity and Occupation Characteristics." Journal of Rheumatology 43, no. 5 (2016): 931–36. http://dx.doi.org/10.3899/jrheum.151041.
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Objective.It is intuitive that disability caused by illness should be reflected in illness severity. Because disability rates for fibromyalgia (FM) are high in the developed world, we have examined disease and work characteristics for patients with FM who were working, unemployed, or receiving disability payments for disability as a result of FM.Methods.Of the 248 participants in a tertiary care cohort study of patients with FM, 90 were employed, 81 were not employed and not receiving disability payments, and 77 were not working and currently receiving disability payments awarded for disability caused by FM. Demographic, occupation, and disease characteristics were compared among the groups.Results.The prevalence of disability caused by FM was 30.8%. There were no demographic differences among the working, unemployed, or disabled patients. With the exception of measures for anxiety and depression, all measurements for disease severity differed significantly among the groups, with greater severity reported for the disabled group, which used more medications and participated less in physical activity. Disabled patients were more likely previously employed in manual professions or the service industry, whereas employed patients were more commonly working in non-manual jobs that included clerical, managerial, or professional occupations (p = 0.005).Conclusion.The one-third rate of disability for this Canadian cohort of patients with FM is in line with other reports from the western world. Associations of disability compensation were observed for subjective report of symptom severity, increased use of medications, and previous employment in more physically demanding jobs.
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Čižikienė, Janina. "The Role Of Leadership in Adopting Quality Management System in Social Service Sector." Journal of Intercultural Management 11, no. 2 (2019): 179–99. http://dx.doi.org/10.2478/joim-2019-0014.
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Abstract Objective: The research is to analyse the theoretical leadership assessment assumptions, to determine the compatibility of managers’ assessment by choosing to implement the quality management system EQUASS (The European Quality in Social Services) in a social service organization. Methodology: Research Methods are based on researchers’ insights, applying scientific literature analysis and synthesis methods, discussing leadership styles and leadership factors, questioning survey leaders’ opinions on participation in implementing quality management system in EQUASS, taking into account leadership style and leadership factors. Findings: The empirical study identified a correlation analysis between leaders’ aspirations to participate in the project Improving the Quality of Social Services through EQUASS and the leadership style of these leaders in relation to leadership expression factors. The results of the pilot study have shown that the strongest inspirational motivation factor is judged by the senior manager, senior managers with a high managerial experience, and the result-oriented award-winning factor. Value Added: The attitude of leaders in implementing a quality management system in an organization providing social services, taking into account the style and factors of leadership. Appropriate and effective leadership of the manager can lead to successful employee performance by implementing quality services and helping employees overcome difficulties in an organizational environment by implementing a quality management system. Recommendations: In social service organizations, leadership has its own specificity, because the management’s work is based on the principles of social work focused on satisfying the needs of the service user and aspects of integration into society and modern management principles. Successful leadership is achieved by adapting leadership style to the needs of employees and users, taking into account the circumstances. Leadership style is particularly important in influencing the activities of the members of the organization, the efficiency of their work, creating the right conditions for education and cooperation.
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Zhang, Can, Atalay Atasu, Turgay Ayer, and L. Beril Toktay. "Truthful Mechanisms for Medical Surplus Product Allocation." Manufacturing & Service Operations Management 22, no. 4 (2020): 735–53. http://dx.doi.org/10.1287/msom.2018.0770.
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Problem definition: We analyze a resource allocation problem faced by medical surplus recovery organizations (MSROs) that recover medical surplus products to fulfill the needs of underserved healthcare facilities in developing countries. The objective of this study is to identify implementable strategies to support recipient selection decisions to improve MSROs’ value provision capability. Academic/practical relevance: MSRO supply chains face several challenges that differ from those in traditional for-profit settings, and there is a lack of both academic and practical understanding of how to better match supply with demand in this setting where recipient needs are typically private information. Methodology: We propose a mechanism design approach to determine which recipient to serve at each shipping opportunity based on recipients’ reported preference rankings of different products. Results: We find that when MSRO inventory information is shared with recipients, the only truthful mechanism is random selection among recipients, which defeats the purpose of eliciting information. Subsequently, we show that (1) eliminating inventory information provision enlarges the set of truthful mechanisms, thereby increasing the total value provision; and (2) further withholding information regarding other recipients leads to an additional increase in total value provision. Finally, we show that under a class of implementable mechanisms, eliciting recipient valuations has no value added beyond eliciting preference rankings. Managerial implications: (1) MSROs with large recipient bases and low inventory levels can significantly improve their value provision by appropriately determining the recipients to serve through a simple scoring mechanism; (2) to truthfully elicit recipient needs information to support the recipient selection decisions, MSROs should withhold inventory and recipient-base information; and (3) under a set of easy-to-implement scoring mechanisms, it is sufficient for MSROs to elicit recipients’ preference ranking information. Our findings have already led to a change in the practice of an award-winning MSRO.
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Roles, Cameron. "Redundancy in the Australian Public Service — Some Critical Reflections." Federal Law Review 41, no. 3 (2013): 525–55. http://dx.doi.org/10.22145/flr.41.3.6.
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This article critically examines the law concerning dismissal on grounds of redundancy as it applies to the Australian Public Service (‘APS’). Such an examination is timely, given the newly elected Coalition government's stated intention to reduce the APS by 12 000 employees through natural attrition. The article argues that a reduction of 12 000 employees through natural attrition alone is unlikely, and that redundancies are almost inevitable. Against this backdrop, the article considers recent legislative developments concerning dismissal on grounds of redundancy. Its focus is the genuine redundancy exclusion contained in s 389 of the Fair Work Act 2009 (Cth) (‘FW Act’) and its application to APS employment. The genuine redundancy exclusion precludes unfair dismissal claims if the redundancy is genuine, the employer complies with any consultation obligations in a modern award or enterprise agreement and it would not have been reasonable in all the circumstances to redeploy the affected employee within the employer's enterprise or that of an associated entity. The article argues that, prior to the FW Act, redundancy obligations were predominantly dealt with in collective agreements, and did not require consultations or redeployment of redundant employees beyond the individual agency. However the FW Act fundamentally changed the law in this area. The article contends that a failure to comply with consultation obligations in an agency enterprise agreement will increase the prospects of a dismissal being found to be unfair. In the APS this is problematic, given the convoluted nature of many consultation clauses in enterprise agreements. The article also argues that the redeployment obligations in s 389(2) are extremely broad and, contrary to past practice under the Public Service Act 1999 (Cth) (‘PS Act’), encompass redeployment across the APS. The obligation to redeploy across the APS creates tensions in the law between the provisions of the FW Act and the devolution of managerial powers under the PS Act.
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Babatunde, Solomon Olusola, and Srinath Perera. "Analysis of financial close delay in PPP infrastructure projects in developing countries." Benchmarking: An International Journal 24, no. 6 (2017): 1690–708. http://dx.doi.org/10.1108/bij-05-2016-0076.
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Purpose The presence of previous awarded public-private partnership (PPP) infrastructure projects that significantly delays reaching financial close constrain the likely success of new PPP projects. However, effort at investigating financial close delays of PPP projects through empirical studies by the research community received scant attention. Thus, the purpose of this paper is to identify and assess the factors causing delays in PPP projects from reaching financial close in developing countries. Design/methodology/approach The study adopted literature review and questionnaire survey. In order to capture a broad perception, a questionnaire survey was adopted, which was administered to three different primary stakeholder categories comprised public sector authorities (i.e. ministries, department, and agencies), concessionaires, and lenders/banks already involved in PPP infrastructure projects implementation in Nigeria. The data obtained were analysed using mean score, Kruskal-Wallis test, and factor analysis. Findings The study revealed the mean score ranking of 39 identified causes of financial close delays in PPP projects, and the mean score values for all the identified 39 causes of financial close delays are very high. The study, through factor analysis, categorised the 39 identified causes of financial close delays into eight principal factors. The factors are: decreased bankability of PPP projects; unstable economic policy; weak financial, technical, and managerial capabilities of the concessionaires; weak public institutions; lack of creditworthiness of both the project sponsors and active partner; unfavourable economy of the host country; weak legal and unfavourable environment; and high contingent liabilities, respectively. Practical implications The identification and evaluation of the factors delaying PPP projects development from reaching financial close in a reasonable time manner would be useful for PPP primary stakeholders to develop strategies to safeguard the present and future PPP projects implementation in developing countries. Originality/value The study findings would be useful for both policymakers considering PPP projects and private investors seeking to finance PPP projects in developing countries. This study is crucial as not many empirical studies have been conducted in developing countries.
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Boje, David M., and David Perez. "Legacy: Professor Slawomir Magala (Slawek)." Journal of Organizational Change Management 29, no. 1 (2016): 8–17. http://dx.doi.org/10.1108/jocm-11-2015-0218.
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Purpose – Professor Slawomir Magala is a full professor of Cross-Management at the Department of Organization and Personnel Management in Rotterdam School of Management (RSM), Erasmus University (RSM, 2015). His education stems from Poland, Germany and the USA, and has taught and conducted research in China, Egypt, Kazakhstan, Croatia, Estonia, the United Kingdom and Namibia. He is a former Chair for Cross-Cultural Management at RSM and has achieved many things, from being editor-in-chief of the Journal of Organizational Change Management (JOCM), to receiving the Erasmus Research Institute in Management (ERIM) Book Award (2010), for The Management of Meaning in Organizations (Routledge, 2009). It has received honors for being the best book in one of the domains of management research. It was selected by an academic committee, consisting of the Scientific Directors of CentER (Tilburg University), METEOR (University of Maastricht) and SOM (University of Groningen). All these research schools are accredited by the Royal Netherlands Academy of Arts and Sciences (KNAW). The paper aims to discuss this issue. Design/methodology/approach – This is a review of Professor Slawomir Magala’s contributions as editor of Journal of Organizational Change Management. Findings – Slawomir (Slawek) Magala will be known for many contributions to social, organizational, managerial research, and it will be remembered that he has created a great legacy in the field of cross-cultural competence and communication on processes of sense making in professional bureaucracies. He has authored and co-authored many publications including articles, books, professional publications, book contributions and other outputs, and is an established professor of cross-cultural management at the Department of Organization and Personnel Management in RSM, Erasmus University. He will be known for his work as editor of Qualitative Sociology Review, and one of the founding members of the Association for Cross-Cultural Competence in Management, not to mention the Journal of Organizational Change Management. Many of his articles have appeared regularly in leading refereed journals, such as the European Journal of International Management, Public Policy, Critical Perspectives on International Business and Human Resources Development International. His greatest legacy is in the field of cross-cultural management, but branches out to many other management studies. Research limitations/implications – The research is limited to his work in capacity of editor of Journal of Organizational Change Management. Practical implications – This review provides a guide for positive role model of an excellent editorship of a journal. Social implications – Magala’s legacy acknowledges this research and its power to create numerous papers and attract a lot of attention (Flory and Magala, 2014). Because of these conferences, these empirical findings have led to disseminating the conference findings with JOCM (Flory and Magala, 2014). According to them, narrative research has become a respectable research method, but they also feel that it is still burdened with a lot of controversies on with difficulties linked to applying it across different disciplines (Flory and Magala, 2014). Originality/value – The review covers the creative accomplishment of Professor Magala as editor.
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Beer, Ruth, Hyun-Soo Ahn, and Stephen Leider. "Symbolic Awards in Buyer–Supplier Relations." Manufacturing & Service Operations Management, July 16, 2021. http://dx.doi.org/10.1287/msom.2021.0974.
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Problem definition: Giving out a symbolic “supplier of the year” or “outstanding supplier” award can be beneficial for a buyer as it may incentivize a supplier to exert higher efforts. However, when a good supplier is scarce, the award announces which supplier is particularly good and may increase the cost of building and maintaining the relationship. This paper studies both positive and negative effects of a symbolic award and offers explanations on underlying behavioral mechanisms. Academic/practical relevance: We show that symbolic awards can effectively incentivize suppliers to provide high effort, improving a buyer’s bottom line. This is particularly relevant in cases in which certain aspects of a buyer–supplier relationship are not contractible and suppliers have discretion over the quality provided. The award format significantly influences the award’s effectiveness. Methodology: We develop a game-theoretical model that captures a supplier’s utility for the award in a competitive setting and test the predictions of the model with laboratory experiments. Results: Our experimental results confirm that private symbolic awards have motivating effects and lead to higher buyer profits. When the awards are public, this profit premium diminishes as buyers pay higher prices to get the good suppliers. When the buyer is given the option to make the award public or private, buyers prefer that awards are public over private, anticipating a negative supplier response to their choice of the private award format. Managerial implications: Expressing praise or gratitude for a supplier’s efforts can be highly beneficial for a buyer. However, when there is scarcity of good suppliers, buyers should expect increased competition and accompany the award with efforts to preserve the relationship. Finally, if buyers choose to offer a distinctive award format, private recognitions may be perceived as greedy or self-interested and backfire.
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Canil, Jean, and Bruce Rosser. "CEO Stock Option Awards, Managerial Stock Ownership and Contract Conditions." SSRN Electronic Journal, 2006. http://dx.doi.org/10.2139/ssrn.876395.
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Korpeoglu, C. Gizem, Ersin Körpeoğlu, and Sıdıka Tunç. "Optimal Duration of Innovation Contests." Manufacturing & Service Operations Management, October 7, 2020. http://dx.doi.org/10.1287/msom.2020.0935.
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Problem definition: We study the contest duration and the award scheme of an innovation contest where an organizer elicits solutions to an innovation-related problem from a group of agents. Academic/practical relevance: Our interviews with practitioners at crowdsourcing platforms have revealed that the duration of a contest is an important operational decision. Yet, the theoretical literature has long overlooked this decision. Also, the literature fails to adequately explain why giving multiple unequal awards is so common in crowdsourcing platforms. We aim to fill these gaps between the theory and practice. We generate insights that seem consistent with both practice and empirical evidence. Methodology: We use a game-theoretic model where the organizer decides on the contest duration and the award scheme while each agent decides on her participation and determines her effort over the contest duration by considering potential changes in her productivity over time. The quality of an agent’s solution improves with her effort, but it is also subject to an output uncertainty. Results: We show that the optimal contest duration increases as the relative impact of the agent uncertainty on her output increases, and it decreases if the agent productivity increases over time. We characterize an optimal award scheme and show that giving multiple (almost always) unequal awards is optimal when the organizer’s urgency in obtaining solutions is below a certain threshold. We also show that this threshold is larger when the agent productivity increases over time. Finally, consistent with empirical findings, we show that there is a positive correlation between the optimal contest duration and the optimal total award. Managerial implications: Our results suggest that the optimal contest duration increases with the novelty or sophistication of solutions that the organizer seeks, and it decreases when the organizer can offer support tools that can increase the agent productivity over time. These insights and their drivers seem consistent with practice. Our findings also suggest that giving multiple unequal awards is advisable for an organizer who has low urgency in obtaining solutions. Finally, giving multiple awards goes hand in hand with offering support tools that increase the agent productivity over time. These results help explain why many contests on crowdsourcing platforms give multiple unequal awards.
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Abd Razak, Siti Suraya. "TRADE UNION RECOGNITION IN MALAYSIA: LEGAL ISSUES." UUM Journal of Legal Studies, March 5, 2020. http://dx.doi.org/10.32890/uumjls.9.2018.9103.
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In Malaysia, the Federal Constitution protects the worker’s enjoyment as to freedom of association, in particular, the right to form and join the trade union. However, due to security purposes, various restrictions have been imposed on trade union activities. The recognition process is currently showing a decline in the number of recognition awards due to the government’s policy. This paper examines the legal issues and challenges confronting the trade union in the recognition process in Malaysia. This study adopted the qualitative approach to analyse the statutory procedures and cases relating to the issue. Interviews were conducted with the Department of Industrial Relations, Malaysia and the Department of Trade Union Affairs, Malaysia to obtain their opinion on the recognition process. It is suggested that the Malaysian government should abolish the employer’s recognition; provide a statutory definition on the managerial, executive, confidential and security positions; establish an independent administrative trade union board and ratify the Convention Concerning Freedom of Association and Protection of the Right to Organise Convention No. 87.
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Amos, Daniel, Cheong Peng Au-Yong, and Zairul Nisham Musa. "The mediation effects of finance on the relationship between service quality and performance of hospital facilities management services." Facilities ahead-of-print, ahead-of-print (2021). http://dx.doi.org/10.1108/f-12-2020-0130.
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Purpose With rising health-care costs and the financial constraints in most developing countries, prioritization of needs have become an issue of strategic importance in public hospitals. As a result, there is the intense competition of scare resources between core health care and non-core facilities management (FM) services. Given that financial resources are needed to facilitate the smooth operation of the FM department, this paper aims to investigate the direct and indirect effects of finance on the relationship between service quality and performance of hospital FM services. Design/methodology/approach The paper adopts a quantitative approach following a general questionnaire survey which was conducted on the research population. Partial least squares structural equation modelling was used to investigate the relationships between service quality and performance of hospital FM services. Findings The study highlights the relevance of service quality to improving FM performance and demonstrate the direct and indirect influence of finance to ensure quality FM services delivery to improve core health care outcomes in hospitals. Practical implications The result of this study should motivate hospital management to prioritize attention on FM in scare resources management in public hospitals to create and maintain a decent health-care environment for better health outcomes. Further, managerial commitment to facilitate employee training, empowerment, incentives, awards and compensation should be strengthened in the quest of ensuring quality services delivery. Originality/value The paper extends knowledge by mediating the influence of finance on the relationship between service quality and FM performance. Proposes a parsimonious financial mediation framework which can easily be adaptable to several developing countries health-care FM management.
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Snelgar, Robin J., Michelle Renard, and Danie Venter. "An empirical study of the reward preferences of South African employees." SA Journal of Human Resource Management 11, no. 1 (2013). http://dx.doi.org/10.4102/sajhrm.v11i1.351.
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Orientation: Adapting traditional reward systems to focus on employee preferences has become a necessity as companies strive to attract, motivate and retain a skilled and high performing workforce.Research purpose: The aim of the study was to identify certain categories of rewards that employees consider to be most important, including base pay, contingency pay, benefits, performance and career management, quality work environment, and work–home integration. The impact of these reward categories on an organisation’s ability to attract, motivate and retain employees was explored, together with the influence of demographic variables on reward preferences.Motivation for the study: There is much debate over whether reward packages should be tailor-made to suit individual employees. It has been argued that a ‘one-size-fits-all’ approach with regard to rewards is no longer effective.Research design, approach and method: A structured questionnaire, based on the total rewards model, was used to achieve the objectives of the study. A sample of 250 employees from 11 medium-sized to large-sized organisations participated in the study.Main findings: The results showed that base pay is deemed to be the most preferred reward component amongst respondents; however, they are most dissatisfied with the level at which this reward is provided by their current employers. Base pay is also the most important reward when attracting and retaining employees. Differences between reward preferences and demographic variables, including age, gender and job level, were found.Practical/managerial implications: Organisations should design their reward systems according to the preferences of their employees by focusing on base pay and contingency or variable pay. These rewards will also serve to retain them; although, to motivate employees, non-cash awards and recognition should be emphasised.Contribution/value-add: This study contributes to literature on reward preferences, which is lacking in a South African context. It also provides support for segmentation of rewards based on certain demographic variables.