They waited until lunch was being served before they told him. Like that, they thought he would not make so much of a fuss. It left a mark that may well be permanent, for the run…
Abstract
They waited until lunch was being served before they told him. Like that, they thought he would not make so much of a fuss. It left a mark that may well be permanent, for the run from King's Cross to Harrogate is one he does fairly often, and now he finds piercing memories coming back as the familiar landscape rushes past the carriage window.
Todd S. Rushing, Ghassan Al-Chaar, Brian Andrew Eick, Jedadiah Burroughs, Jameson Shannon, Lynette Barna and Michael Case
This paper aims to qualify traditional concrete mixtures for large-scale material extrusion in an automated, additive manufacturing process or additive construction.
Abstract
Purpose
This paper aims to qualify traditional concrete mixtures for large-scale material extrusion in an automated, additive manufacturing process or additive construction.
Design/methodology/approach
A robust and viable automated additive construction process must be developed that has the capability to construct full-scale, habitable structures using materials that are readily available near the location of the construction site. Accordingly, the applicability of conventional concrete mixtures for large-scale material extrusion in an additive construction process was investigated. A qualitative test was proposed in which concrete mixtures were forced through a modified clay extruder and evaluated on performance and potential to be suitable for nozzle extrusion typical of additive construction, or 3D printing with concrete. The concrete mixtures were further subjected to the standard drop table test for flow, and the results for the two tests were compared. Finally, the concrete mixtures were tested for setting time, compressive strength and flexural strength as final indicators for usefulness in large-scale construction.
Findings
Conventional concrete mixtures, typically with a high percentage of coarse aggregate, were found to be unsuitable for additive construction application due to clogging in the extruder. However, reducing the amount of coarse aggregate provided concrete mixtures that were promising for additive construction while still using materials that are generally available worldwide.
Originality/value
Much of the work performed in additive manufacturing processes on a construction scale using concrete focuses on unconventional concrete mixtures using synthetic aggregates or no coarse aggregate at all. This paper shows that a concrete mixture using conventional materials can be suitable for material extrusion in additive construction. The use of conventional materials will reduce costs and allow for additive construction to be used worldwide.
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The purpose of this study is to demonstrate how employee commitment and identification affect the intra-group conflicts and to demonstrate the moderator role of some dimensions of…
Abstract
Purpose
The purpose of this study is to demonstrate how employee commitment and identification affect the intra-group conflicts and to demonstrate the moderator role of some dimensions of core self-evaluation (CSE) on the relationship between commitment and conflict. Exploring relationships can provide a better understanding of the nature of intra-group conflicts and the development of prevention and conflict management strategies.
Design/methodology/approach
This study uses case studies to illustrate the factors that amplify and weaken conflicts. Case studies describe conflicts within a single multinational company.
Findings
According to the results, the high levels of affective commitment and the degree of group identification reduce the relationship conflict, and the impact of affective commitment on the relationship conflict is moderated by the degree of self-esteem. The high levels of normative commitment and the degree of organizational identification reduce the process conflict, and the impact of normative commitment on process conflict is moderated by the degree of self-control. The high levels of professional commitment and the degree of occupational identification reduce the task conflict and that the impact of professional commitment on the task conflict is moderated by the degree of self-efficacy.
Research limitations/implications
The results should also be confirmed by research using a quantitative method.
Practical implications
Managers need to increase employees’ commitment in a targeted way to increase their performance and to prevent conflicts. An important lesson for recruitment professionals is that in jobs where conflict prevention is particularly important, CSE levels that determine personality traits should also be tested.
Originality/value
The degree of commitment and identification also largely depends on organizational circumstances and the support of the manager. The factors brought into play by the employees, including the personality of the staff involved in the conflict, also play a role in conflicts. While these do not trigger it, some personality variables influence the outcome of conflicts. The study demonstrates that targeted enhancement of employee commitment and identification can address intra-group conflicts and that CSE is able to prevent certain types of intra-group conflicts through its moderating effect.
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Brian Heaphy, Andrew Yip and Debbie Thompson
This brief paper presents selective findings from a project that explored the issue of ageing in a non‐heterosexual context, and the implications for social policy. The study…
Abstract
This brief paper presents selective findings from a project that explored the issue of ageing in a non‐heterosexual context, and the implications for social policy. The study generated studied the life circumstances of lesbians, gay men and bisexuals aged between the fifties and eighties, and generated prospective and retrospective data on non‐heterosexual ageing. There are diverse definitions and meanings of ‘old age’ among participants, and a range of possibilities exist for how ageing is negotiated. The participants acknowledged that ageing generally affects their self‐perception and the ways they live. The research documented a range of experience in terms of confidence in sexual identity and financial security. While a high proportion of the sample lived alone, many were in couple relationships. Relationships with families of origin, partners, and especially friendships, were considered important. Very few participants had made plans for old age or health crises, and only a small proportion believed that health professionals were positive towards their sexuality. Most considered care/residential homes as an undesirable housing option for old age. Most would like housing and support services to be gay‐friendly, but they were generally not confident about this prospect. The participants generally believed that they were discriminated on the basis of sexuality, and that older non‐heterosexuals were an invisible constituency to policy makers and service providers.
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Andrew Simone and Brian H. Kleiner
Now, more than ever, companies are taking part in workforce reductions. There are many names it can go by – reduction in force, downsizing, right sizing, eliminating redundancy…
Abstract
Now, more than ever, companies are taking part in workforce reductions. There are many names it can go by – reduction in force, downsizing, right sizing, eliminating redundancy, experiencing lay‐offs, cutting staff or reengineering. Most people would choose to blame the poor condition of the U.S. economy. While this may be true in some cases, there are usually many different reasons an organisation would undertake lay‐offs. No matter what an organisation calls it, there are effective and ineffective ways to accomplish this objective.
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Andrew Gautreau and Brian H. Kleiner
Considers the need for performance measurement systems before introducing the concept of the balance business scorecard. Discusses the benefits of grouping strategic memasures…
Abstract
Considers the need for performance measurement systems before introducing the concept of the balance business scorecard. Discusses the benefits of grouping strategic memasures into different categories, both internal and external. Covers the steps needed to make the scorecard work and the shortfalls of the system. Outlines recent software developments which can assist the process. Concludes that 60 per cent of Fortune 100 companies use this system, which gives visibility to worker performance in relation to strategy, and lists some hints for implementation.
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Andrew Cicmanec and Brian H. Kleiner
Outlines the role of the Equal Employment Opportunity Commission and looks at the nature and number of charges which they file on behalf of the employee. Covers race, sexual…
Abstract
Outlines the role of the Equal Employment Opportunity Commission and looks at the nature and number of charges which they file on behalf of the employee. Covers race, sexual harassment, religion, age, disability, pay equality and retaliation claims. Outlines the position of Civil litigation in the US, providing statistics for comparison. Gives some recommendation to help employer avoid claims and concludes that changes in culture are required to avoid the increasing number of allegations.
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Andrew N. Sanders and Brian H. Kleiner
Outlines the common pitfalls with orientation programmes, too little, too much and conflicting information. Gives some basic principle to be followed. Cites some best practice…
Abstract
Outlines the common pitfalls with orientation programmes, too little, too much and conflicting information. Gives some basic principle to be followed. Cites some best practice examples covering the pre‐start, first day and first week. Concludes that many companies lack even the most basic of programmes and this short sighted approach leads to reduced productivity, dissatisfaction and increased costs.
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Andrew Salcido and Brian H. Kleiner
A growing priority for HR managers is to structure their organisation's employment‐related policies and procedures in such a manner as to minimise the organisation's potential for…
Abstract
A growing priority for HR managers is to structure their organisation's employment‐related policies and procedures in such a manner as to minimise the organisation's potential for a lawsuit. It is estimated that the legal cost to take one significant case to trial can be $75,000 to $250,000.