The purpose of this paper is to define the role non-governmental organizations (NGOs) play across the vaccine development and delivery spectrum within the vaccine enterprise. As…
Abstract
Purpose
The purpose of this paper is to define the role non-governmental organizations (NGOs) play across the vaccine development and delivery spectrum within the vaccine enterprise. As demonstrated in this paper, NGOs can play a critical role in prioritizing and accelerating the development and introduction of new vaccines against diseases that disproportionally burden children, women, and communities in the poorest countries around the world.
Design/methodology/approach
The author has used case studies from decades of work by PATH, an international NGO, to help develop and implement vaccines, to illustrate the roles of NGOs can play during each of the stages along the development and delivery spectrum.
Findings
There are four key considerations that can help determine the ability of a given vaccine to be introduced and scaled within a health system: accessibility, affordability, acceptability, and availability. As more vaccine candidates are identified and move along the development and delivery pathway, there will be increased demand for NGOs to continue playing a pivotal role to address these considerations.
Originality/value
This paper aims to highlight a few of the lessons learned from PATH's four decades of experience in the hope they will contribute and be applied to the evolving environment of vaccine enterprise.
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Dana Murano, Jason D. Way, Jonathan E. Martin, Kate E. Walton, Cristina Anguiano-Carrasco and Jeremy Burrus
Mohammad AlMarzouq, Varun Grover, Jason Thatcher and Rich Klein
To remain sustainable, open source software (OSS) projects must attract new members—or newcomers—who make contributions. In this paper, the authors develop a set of hypotheses…
Abstract
Purpose
To remain sustainable, open source software (OSS) projects must attract new members—or newcomers—who make contributions. In this paper, the authors develop a set of hypotheses based on the knowledge barriers framework that examines how OSS communities can encourage contributions from newcomers.
Design/methodology/approach
Employing longitudinal data from the source code repositories of 232 OSS projects over a two-year period, the authors employ a Poisson-based mixed model to test how community characteristics, such as the main drivers of knowledge-based costs, relate to newcomers' contributions.
Findings
The results indicate that community characteristics, such as programming language choice, documentation effort and code structure instability, are the main drivers of knowledge-based contribution costs. The findings also suggest that managing these costs can result in more inclusive OSS communities, as evidenced by the number of contributing newcomers; the authors highlight the importance of maintaining documentation efforts for OSS communities.
Originality/value
This paper assumes that motivational factors are a necessary but insufficient condition for newcomer participation in OSS projects and that the cost to participation should be considered. Using the knowledge barriers framework, this paper identifies the main knowledge-based costs that hinder newcomer participation. To the best of the authors' knowledge, this is the first empirical study that does not limit data collection to a single hosting platform (e.g., SourceForge), which improves the generalizability of the findings.
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Shane Blackman and Robert McPherson
This study examines the connections between subculture theory, symbolic interaction and the work of David Matza with a special focus on exploring alcohol consumption by young…
Abstract
This study examines the connections between subculture theory, symbolic interaction and the work of David Matza with a special focus on exploring alcohol consumption by young adults in the UK. We apply Matza ideas of the “techniques of neutralization,” “subterranean values,” and “drift” within an ethnographic study on alcohol to suggest that young people's “calculated hedonism” can be understood as a strategy of agency in the context of a subcultural setting. This article adds to the literature of symbolic interaction, subculture and the discipline of sociology by critically focusing on the work of David Matza from its reception in the 1960s to today as a central element of the new paradigm of cultural criminology. For us the sociological imagination is “alive and well” through Matza's advocacy of naturalism whereby he sought to integrate the work Chicago School under Park and Burgess with his assessment of the so-called Neo-Chicago School. In the literature Matza's work is often defined as symbolic interactionist we see his ambition in a wider sense of wanting sociology to recover human struggle and the active creation of meaning. Our approach is to understand the calculated hedonism of young adult use of alcohol through their humanity.
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The following is an introductory profile of the fastest growing firms over the three-year period of the study listed by corporate reputation ranking order. The business activities…
Abstract
The following is an introductory profile of the fastest growing firms over the three-year period of the study listed by corporate reputation ranking order. The business activities in which the firms are engaged are outlined to provide background information for the reader.
The ATF case is a succinct opportunity to explore the many special features of leadership succession for a family business. In 2009 the company was passing the baton to the oldest…
Abstract
The ATF case is a succinct opportunity to explore the many special features of leadership succession for a family business. In 2009 the company was passing the baton to the oldest of three sons in the second-generation family business.
ATF produced metal and plastic fasteners for, primarily, the automotive industry. ATF had grown into a company with more than $50 million in annual revenues. The company had grown in large part through alliances with other family businesses around the world. First-generation patriarch Don Surber had led the company since he acquired it in 1982. Don was known for his charismatic leadership style and his focus on driving value through a network approach.
The case traces the career paths of all three sons and looks at the succession through the eyes of the oldest son, Jason Surber. The elements, constituents, and challenges of succession are evident. The fundamental insight is that business leadership succession is far more than just passing the business leadership baton. It also requires attention to the family, the board, the whole system of external stakeholders, and the future of ownership.
The epilogue in this note covers the period from 2009 to 2012 by describing what Jason did to earn credibility, to incorporate his brothers, and to define his personal leadership philosophy and style. The epilogue thus provides students with an opportunity to consider and define their own personal philosophy of management leadership and their own style. They will see the art of melding styles from the past with their own for the future.
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Atul Mitra, Nina Gupta and Jason D. Shaw
The purpose of this paper is to make a comparative assessment of the relationship between types of pay plans and several workforce‐level outcomes in 214 organizations. The plans…
Abstract
Purpose
The purpose of this paper is to make a comparative assessment of the relationship between types of pay plans and several workforce‐level outcomes in 214 organizations. The plans include pay that is skill‐based, job‐based, and market‐based. The types of workforce‐level outcomes include workforce flexibility, attitudes, membership behaviors, and productivity. The paper also assesses the relationship between the success of pay plans and workforce productivity/membership behaviors.
Design/methodology/approach
Survey data from 214 organizations are used to test the hypothesized relationships using hierarchical regression analysis and partial least square techniques.
Findings
Results support a significant and positive relationship between skill‐based pay plans, workforce flexibility, and workforce attitudes. Skill‐based pay plans, when compared with market‐based pay plans, are found to positively relate to workforce membership behaviors, and workforce attitudes mediate this relationship. Similarly, workforce flexibility mediates the positive relationship between skill‐based plans and workforce productivity. The success of skill‐based plans depends on significant improvements in workforce productivity and membership behaviors. The fit between the pay plan and the facility's climate/culture moderates the relationship between workforce productivity and the pay plan's success.
Practical implications
The results indicate that skill‐based pay plans are superior for achieving several organizational and employee outcomes. The authors discuss the implications of these results for research and practice.
Originality/value
Limited comparative empirical evidence exists on the effects of different types of pay systems on organizational outcomes. The paper seeks to address this gap.
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Daniel Diermeier, Robert J. Crawford and Charlotte Snyder
After Hurricane Katrina hit the coast of Louisiana on August 29, 2005, Wal-Mart initiated emergency operations that not only protected and reopened its stores, but also helped its…
Abstract
After Hurricane Katrina hit the coast of Louisiana on August 29, 2005, Wal-Mart initiated emergency operations that not only protected and reopened its stores, but also helped its employees and others in the community cope with the disaster's personal impact. This response was part of a wider effort by the company under CEO Lee Scott to improve its public image. Wal-Mart's efforts were widely regarded as the most successful of all corporations in the aftermath of the disaster and set the standard for future corporate disaster relief programs.
Move beyond the operational dimensions of disaster response and appreciate how disaster response is connected to the company's strategy and its position in the market place. Understand how disasters are different than other types of reputational crises and are subject to different expectation from the public. Understand how a company can do well by doing good: how it can do the right thing and benefit its business at the same time. Discuss the changing expectations of companies to act in the public interest.
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Julian Barling received his PhD in 1979 from the University of the Witwatersrand (South Africa) and is currently associate dean with responsibility for the graduate and research…
Abstract
Julian Barling received his PhD in 1979 from the University of the Witwatersrand (South Africa) and is currently associate dean with responsibility for the graduate and research programs. Julian is the author/editor of several books, including Employment, Stress and Family Functioning (1990, Wiley) and The Psychology of Workplace Safety (1999, APA). He is senior editor of the Handbook of Work Stress (2005, Sage) and the Handbook of Organizational Behavior (2008, Sage), and he is the author of well over 150 research articles and book chapters. Julian was formerly the editor of the Journal of Occupational Health Psychology. In 2002, Julian received the National Post's “Leaders in Business Education” award and Queen's University's Award for Excellence in Graduate Student Supervision in 2008. He is a fellow of the Royal Society of Canada, SIOP, APS, and the European Academy of Occupational Health Psychology. He is currently involved in research on leadership, work stress, and workplace aggression.