Search results

Charging interest on lonas is considered normal business practice. However, today consumers and regulators are taking a close look at interest rates and fees which at times seem unreasonably high. But charging even a reasonable rate of interest has not always been considered morally acceptable. This paper examines the ethical evolution which has taken place concerning the morality of charging interest. In doing so it provides an unerstanding of the historical and philosophical foundations with respect to the charging of interest.

Many businesses are faced with liquidity problems for various reasons. This is especially true for small businesses, since most must operate with fewer sources of both short and long term financing than larger firms. Where less financing is available, more assets must be held in liquid form to meet daily transactions and emergency requirements. Larger firms, that have better access to both the money and capital markets, can afford to hold fewer current assets and meet cash requirements just as quickly and efficiently through borrowing.

This monograph reports on the strategic and operational roles of learning and development (L&D) professionals in Irish, UK European and US organisations including multinational corporations, small to medium enterprises, the public sector and not for profit organisations. This paper aims to investigate the contextual factors influencing L&D roles in organisations, the strategic and operational roles that L&D professionals play in organisations, the competencies and career trajectories of L&D professionals, the perceptions of multiple internal stakeholders of the effectiveness of L&D roles and the relationships between context, L&D roles, competencies/expertise and perceived organisational effectiveness.

The study findings are based on the use of multiple methods. The authors gathered data from executives, senior managers, line managers, employee and L&D professionals using multiple methods: a survey (n = 440), Delphi study (n = 125) and semi-structured interviews (n = 30).

The analysis revealed that L&D professionals increasingly respond to a multiplicity of external and internal contextual influences and internal stakeholders perceived the effectiveness of L&D professionals differently with significant gaps in perceptions of what L&D contributes to organisational effectiveness. L&D professionals perform both strategic and operational roles in organisations and they progress through four career levels. Each L&D role and career level requires a distinct and unique set of foundational competencies and L&D expertise. The authors found that different contextual predictors were important in explaining the perceived effectiveness of L&D roles and the importance attached to different foundational competencies and areas of L&D expertise.

This is one of the few studies to have investigated the L&D professional role in organisations from the perspective of multiple stakeholders using multiple research methods.

This study aims to investigate the promotion of workplace multiculturalism via the use of a participative and empowerment‐based diversity training and development method.

A two‐year long qualitative, multiple case‐study amongst 15 Finnish organizations was conducted by means of the focus group method. Altogether 20 group interviews were held with so‐called “working culture bridge groups” consisting of different stakeholders and their four coordinators to explore the approaches, modes of action, achievements and explanatory factors that contributed to the development of working cultures towards multiculturalism.

The development method was directed more at individual than organizational level change processes. More specifically, the attitudes of the majority were perceived as the main problem and the goal was to influence them by enhancing their knowledge and awareness of multicultural issues. The effectiveness of the method was recognized to depend on the clarity of set goals, adequate resources, systemic development work at both the individual and organizational level as well as on the commitment of management.

Despite being conducted in one country with low cultural diversity, an empowerment‐based method proved to be useful in directing the creation of inclusive working organizations.

The method helps in planning the content and delivery of different diversity training and development approaches.

The paper offers a powerful tool and an innovative way for practitioners to align both organisational and diversity goals to meet individual needs, to identify inequalities and to increase the effectiveness of diversity initiatives.

Articulated robots are widely used in industrial applications owing to their high repeatability accuracy. In terms of new applications such as robot-based inspection systems, the limitation is a lack of pose accuracy. Mostly, robot calibration approaches are used for the improvement of the pose accuracy. Such approaches however require a profound understanding of the determining effects. This paper aims to provide a non-destructive analysis method for the identification and characterisation of non-geometric accuracy effects in relation to the kinematic structure for the purpose of an accuracy enhancement.

The analysis is realised by a non-destructive method for rotational, uncoupled robot axes with the use of a 3D lasertracker. For each robot axis, the lasertracker position data for multiple reflectors are merged with the joint angles given by the robot controller. Based on this, the joint characteristics are determined. Furthermore, the influence of the kinematic structure is investigated.

This paper analyses the influence of the kinematic structure and non-geometric effects on the pose accuracy of standard articulated robots. The provided method is shown for two different industrial robots and presented effects incorporate tilting of the robot, torsional joint stiffness, hysteresis, influence of counter balance systems, as well as wear and damage.

Based on these results, an improved robot model for a better match between the mathematical description and the real robot system can be achieved by characterising non-geometric effects. In addition, wear and damages can be identified without a disassembly of the system.

The presented method for the analysis of non-geometric effects can be used in general for rotational, uncoupled robot axes. Furthermore, the investigated accuracy influencing effects can be taken into account to realise high-accuracy applications.

Efficient numerical assessment of performance is particularly important in digital material design of porous materials. This study aims to present an up-scaled approach to virtually investigate permeation of fluids through a real porous filter membrane with a heterogeneous micro-structure.

The method of asymptotic homogenization is applied. The structural parameters of the micro-structure are directly obtained from structural equation modeling image analysis of a commercial filter membrane without fitting procedures. The simulation results are compared to permeation experiments of gaseous nitrogen and liquid water.

The authors found that variations in the pressure gradients across the membrane, resulting from the heterogeneity of pore structure, need to be considered. Remarkable agreement between simulations and experiments is observed.

Despite some research in the field of filtration, no studies on filter membranes have been published yet, although they represent a large segment of filtration technology.

The purpose of this study is to understand the relationship between the role of internal consultant and role of the HR practitioners in the manufacturing companies of Malaysia.

Three main elements in the competency of internal consultation are measured. They are: knowledge in the area of project management; internal coaching ability; and the ability to be a solution provider.

The HR practitioner needs to overcome many barriers to reach the ultimate goal of becoming a strategic partner in his or her organisation. The findings suggest that the HR executive that understands business strategy is more likely to develop HR processes and procedures that support the implementation of a business strategy and are therefore, better able to involve themselves in organisational development activities on a deeper level.

This study by its very nature is limited by virtue of its having been carried out only on manufacturing companies in Johor, the Southern‐most state of Malaysia. Thus, its findings cannot be generalised. The number of respondents in this study was relatively small (89) and does not fully represent the thousands of HR managers employed by manufacturers in Malaysia.

Even though the findings cannot be used to reflect the overall HR competency of internal consultation in Malaysia, it does serve as an exploratory study that can be expanded more broadly in the future.

The paper can help HR professionals to look more perceptively into the expectations of their CEOs concerning their role as HR practitioners and will be of interest to those working in that area.

The purpose of this paper is to enrich the discussion at the intersection of responsible management education (RME) and the pandemic with new views that explore together the inhibitors of and drivers for a strengthening of RME in the emerging context. On the one hand, the pandemic crisis fosters the social role business schools play by supporting the enhancement of the RME rationale as an idealist foundational pillar of responsible business schools. On the other hand, it invites negative pragmatic responses in the light of financial and competitive disturbances that seem to enlarge the opportunity cost of moving RME forward.

The essay puts forward arguments that help dissect the inherent contradictions and synergies between idealistic and pragmatic business school strategies, as they are impacted by the dynamics of COVID-19. The analysis serves to frame a discourse over the extent to which the pandemic crisis is acting as an accelerator of the RME agenda or instead brings the risk of demolishing what has been achieved so far.

The authors form an opinion of the emerging factors that promote and inhibit RME in business schools as they grapple with the challenges of the pandemic whilst recognizing the inherent contradictions faced in their strategic choices and resourcing.

In light of the growing emphasis on RME in the literature, this study challenges the degree to which the agenda has already become firmly rooted as a core organizational and educational theme in business schools. By doing so, it delivers an assessment of RME progress as a relevant strategic lever for business schools, whilst nonetheless being at risk of back-sliding.

In 1870, after a decade of vigorous public debate over the economic importance of technical and scientific learning for the colony’s development, the Industrial and Technological Museum was established in the city of Melbourne ‘as a means of public instruction’ for the people of Victoria. Founded in February 1870 and officially opened on 8 September 1870, the new public museum occupied the building erected at the rear of the Public Library for the 1866 International Exhibition. The Industrial and Technological Museum, later the Science Museum and now part of Museum Victoria, was directed by J. Cosmo Newbery and managed by a sectional committee of the Public Library, Museums, and National Gallery of Victoria Trust, which Parliament had incorporated and enlarged in December 1869.

The starting point for the considerations the authors make in this paper are the special features of family businesses in the area of management discussed in the literature. It has been established here that family businesses sometimes choose different organizational setups than nonfamily businesses. This has not yet been investigated for cybersecurity. In the context of cybersecurity, there has been little theoretical or empirical work addressing the question of whether the qualitative characteristics of family businesses have an impact on the understanding of cybersecurity and the organization of cyber risk defense in the companies. Based on theoretically founded hypotheses, a quantitative empirical study was conducted in German companies.

The article is based on a quantitative-empirical survey of 184 companies, the results of which were analyzed using statistical-empirical methods.

The article asked – based on the subjective perception of cybersecurity and cyber risks – to what extent family businesses are sensitized to the topic and what conclusions they draw from it. An interesting tension emerges: family businesses see their employees more as a security risk, but do less than nonfamily businesses in terms of both training and organizational establishment. Whether this is due to a lack of technical or managerial expertise, or whether family businesses simply think they can prevent cybersecurity with less formal methods such as trust, is open to conjecture, but cannot be demonstrated with the research approach taken here. Qualitative follow-up studies are needed here.

This paper represents the first quantitative survey on cybersecurity with a specific focus on family businesses. It shows tension between awareness, especially of risks emanating from employees, and organizational routines that have not been implemented or established.