Noora Kokkarinen, Andy Shaw, Jeff Cullen, Montserrat Ortoneda Pedrola, Alex Mason and Ahmed Al-Shamma’a
The purpose of this paper is to outline the level of audible carbon monoxide (CO) alarm ownership. In this particular paper the data collected by the fire and rescue services from…
Abstract
Purpose
The purpose of this paper is to outline the level of audible carbon monoxide (CO) alarm ownership. In this particular paper the data collected by the fire and rescue services from West Midlands and Merseyside will be analysed, and discussed.
Design/methodology/approach
Research was conducted in two stages. Using the indices of multiple deprivation identified whether households in the top and bottom four areas owned an audible alarm. In stage two data loggers were placed into homes to take readings every minute for a total period of three days to three weeks.
Findings
There was a noticeable trend that deprived areas were less likely to own audible CO alarms than homes in non-deprived areas. All homes surveyed in stage two had CO levels >0 which further emphasises that anyone can be under health risk and that perhaps the maintenance of gas appliances and other sources is not being conducted at regular intervals.
Social implications
This paper aims to raise awareness regarding not only the symptoms during CO poisoning but also the ones that have been reported to occur after treatment. It will also disseminate information as to what areas have low alarm ownership and thus more at risk of poisoning. It is hoped that findings from papers such as this one will promote more stringent maintenance and replacement requirements for gas or solid fuel appliances.
Originality/value
Pilot study for the comparison of two English cities has not been conducted before and may lead to more studies of this kind.
Details
Keywords
In his inauguration speech of 1961, John F. Kennedy, the first Catholic and youngest-ever holder of the office of US President, famously exhorted citizens to ‘Ask not what your…
Abstract
In his inauguration speech of 1961, John F. Kennedy, the first Catholic and youngest-ever holder of the office of US President, famously exhorted citizens to ‘Ask not what your country can do for you; ask what you can do for your country.’ At the time, few would have interpreted this as a call for open innovation or even citizen crowdsourcing: neither the language nor the architecture then existed for either. But the sentiment he expressed marked the beginning of a campaign of citizen engagement in developing ideas for government. It was, in effect, the first national exhortation for the crowdsourcing of ideas, and Kennedy’s words have subsequently been adapted by Jeff Howe for the modern crowdsourcing context.
Citizen crowdsourcing is now well-established. This chapter sets out to assess how successful it has been as a mechanism for finessing original and meaningful ideas that advance social goals. We look briefly at leading examples of crowdsourcing for social good. We also look at the underlying factors that support it, including the knowledge and input solicited from the crowd; the crowd’s willingness to participate; and the mechanisms through which the crowd can engage. We trace the idea and practice of crowdsourcing back to Socrates in ancient Athens. We look at prosocial behaviour, exploring selected annals of public intellectuals, including Emerson. We examine citizen science as a forerunner of crowdsourcing, then move into the business strategy of open innovation and, finally, we arrive at crowdsourcing for social good in various guises. In conclusion, we explore what has been learned from initiatives that can now be considered current best practice in this area.
Details
Keywords
Nick Goodwyn, Nick Beech, Bob Garvey, Jeff Gold, Richard Gulliford, Tricia Auty, Ali Sajjadi, Adalberto Arrigoni, Nehal Mahtab, Simon Jones and Susan Beech
The “Germanwings” air crash in 2015 in which 150 people were killed highlighted the challenges pilots working in the aviation industry face. Pilots regularly work for extensive…
Abstract
Purpose
The “Germanwings” air crash in 2015 in which 150 people were killed highlighted the challenges pilots working in the aviation industry face. Pilots regularly work for extensive periods in inhospitable and high-pressure operational conditions, exposing them to considerable work-related stress. This has raised calls for a more systemic cultural change across the aviation industry, championing a more holistic perspective of pilot health and well-being. The study aims to explore how peer coaching (PC) can promote an inclusive psychosocial safety climate enhancing pilot well-being and can mitigate hazardous attitudes and dysfunctional behaviours.
Design/methodology/approach
Adopting an interpretative phenomenological analysis (IPA), semi-structured interviews and questionnaires were conducted with military and civilian peer coach/coachee pilots and key industry stakeholders, totalling 39 participants. The research provided significant insights into the perceived value of PC in promoting both pilot health and mental well-being (MW) and flight safety across the aviation industry.
Findings
The study highlights four key PC superordinate themes, namely, coaching skills, significance of well-being, building of peer relationships and importance of confidentiality and autonomy. Such combined themes build reciprocal trust within peer conversations that can inspire engagement and effectively promote personal well-being. The contagious effect of such local interventions can help stimulate systemic cultural change and promote a positive psychosocial safety climate throughout an organisation and, in this case, across the aviation industry. This study provides a PC conceptual framework “Mutuality Equality Goals Autonomy Non-evaluative feedback, Skill Confidentiality Voluntary Supervisory (MEGANS CVS),” highlighting the salient features of PC in promoting MW.
Research limitations/implications
The study highlights the salient features of PC and its role in promoting peer conversations that enable personal transition, openness and acceptance. This study also highlights how PC and well-being can be used to encourage inclusivity and engagement, thereby strengthening institutional resilience.
Practical implications
This study highlights how PC that can assist HRM/HRD professionals to embed a more inclusive and salutogenic approach to MW that can reshape organisational cultures. This study highlights the significance and link of workplace stress to hazardous attitudes and dysfunctional behaviours. It further notes that whilst the MEGANS CVS peer coaching framework has been applied to pilots, it can also be applied across all sectors and levels.
Social implications
This study highlights the value of PC as an inexpensive means to engage at the grassroots level, which not only improves personal performance, safety and well-being but by building peer relationships can also act as a catalyst for positive and deep organisational cultural change.
Originality/value
This study offers the MEGANS CVS framework that exposes insights into PC practice that can assist HRM/HRD professionals embed a more inclusive and salutogenic approach to health and well-being that can reshape organisational cultures. This study highlights the significance and link of workplace stress to hazardous attitudes and dysfunctional behaviours, and whilst this framework has been applied to pilots, it can also have relevance across all sectors and levels. This study calls for a “salutogenic turn,” employing MW and PC to transform organisational capabilities to be more forward-thinking and solution-focused, promoting an inclusive “just culture” where leaders positively lead their people.
Details
Keywords
Jeff S. Johnson and Scott B. Friend
The purpose of this paper is to provide empirical understanding germane to ethical climate’s contingent, nonlinear relationship with salesperson performance. While research shows…
Abstract
Purpose
The purpose of this paper is to provide empirical understanding germane to ethical climate’s contingent, nonlinear relationship with salesperson performance. While research shows a positive relationship between a firm’s ethical climate and salesperson performance, current examinations of this effect have been limited to linear hypothesizing and testing. The job demands-resource model, however, suggests that the relationship between ethical climate and salesperson performance is nonlinear.
Design/methodology/approach
To test the theorized nonlinear and moderated nonlinear relationships, the authors use a sample of 485 business-to-business salespeople and structural equations path modeling.
Findings
Results reveal an increasing incremental threshold effect between ethical climate and salesperson performance. Findings further support postulations that conditions which increase (e.g. competitive intensity) or decrease (e.g. role autonomy) the extent to which the sales environment is challenging correspondingly increase or decrease the magnitude of the nonlinearity.
Research limitations/implications
Because the study required variance in environmental-level (e.g. competitive intensity) and organizational-level (e.g. role autonomy) moderators, data used to test the hypotheses came from a cross-sectional, self-reported survey.
Practical implications
The results produce the managerial insight that there are increasing returns to salesperson performance as the ethical climate increases. Insights from the analysis of moderating conditions further inform managers that in highly competitive industries they should be especially attuned to their ethical climate.
Originality/value
To the best of the authors’ knowledge, the findings are the first to advance insight into ethical climate’s curvilinear and contingent salesperson performance implications. Furthermore, this study advances moderated nonlinear relationships suggested by theory.
Details
Keywords
Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and…
Abstract
Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.
Details
Keywords
Jeff Muldoon, Joshua Bendickson, Antonina Bauman and Eric W. Liguori
Elton Mayo was a professor at a prestigious university, but not a researcher; a scholar, but more concerned with executives; a capitalist, but someone who downplayed monetary…
Abstract
Purpose
Elton Mayo was a professor at a prestigious university, but not a researcher; a scholar, but more concerned with executives; a capitalist, but someone who downplayed monetary incentives; an insider, but someone whose own background was more of an outsider. These contradictions have resulted in scholars questioning Mayo’s impact on the field of management. Thus, this paper aims to critically review Mayo and his contributions to management through a lens calibrated to the context of his time, providing a more contextually accurate view of Mayo and his work and offering a clearer view of his meaningful impact on the field.
Design/methodology/approach
Using a combination of primary and secondary sources, the authors connect otherwise disparate information to critically review Mayo’s work within the context of its era.
Findings
The authors’ critical review of Mayo identified nine topical areas where Mayo and/or his work have been misunderstood or misinterpreted. For each area, the authors offer a more contextualized and appropriate interpretation of Mayo and his viewpoints, and thus more accurately informing the management literature.
Originality/value
This paper is the first to thoroughly revisit Mayo and his work through a contextualized lens, offering a more informed view of why Mayo’s seemingly controversial behaviors were actually quite standard behaviors given his context.
Details
Keywords
Jeff Duggan, Kathryn Cormican and Olivia McDermott
An understanding of the motivation of individual employees to adopt lean practices is fundamental to successful lean implementation. This study aims to investigate the adoption of…
Abstract
Purpose
An understanding of the motivation of individual employees to adopt lean practices is fundamental to successful lean implementation. This study aims to investigate the adoption of lean practices and provides an analysis of the individual-level factors necessary for lean implementation. This study presents a method for assessing the impact of individual-level factors in a company deploying lean within a biopharmaceutical manufacturing subsidiary.
Design/methodology/approach
The case study explores the attitudes of individuals within a functionally structured organisation undergoing a lean implementation initiative. A quantitative data collection approach was used to capture data from employees in a medical device manufacturing organisation.
Findings
The study found that personality and affective organisational commitment positively affects an individual’s intention to adopt lean practices. Employees with greater levels of affective commitment are more likely to partake in lean-related practices. Individuals in functions that directly support the production process, as opposed to those in functions that indirectly support production, are more likely to participate in lean practices. Finally, individuals in supervisory roles are more likely to adopt lean practices than those in non-supervisory roles, and management should involve top performers in lean.
Originality/value
There is a paucity of case study research in the area of individual-level factors for lean practice adoption. The findings of this study offer practical guidance on individual-level factors for lean practice adoption and illuminate new avenues for future research. This analysis also makes a practical contribution to the literature. From a managerial perspective, understanding why certain employees are more willing to adopt lean practices contributes to an overall lean organisational readiness and implementation framework. This insight enables the development of carefully tailored communication and training programs for managing employee motivation for and receptivity to lean.
Details
Keywords
The purpose of this paper is to introduce librarians, faculty, and other interested individuals to contemporary German literature in English translation.
Abstract
Purpose
The purpose of this paper is to introduce librarians, faculty, and other interested individuals to contemporary German literature in English translation.
Design/methodology/approach
German‐language authors born in 1950 or later and listed on the Contemporary Living Authors Comprehensive List developed by the German vendor Otto Harrassowitz are searched in OCLC's WorldCat database to determine the existence of English translations. A bio‐bibliographical list is then developed featuring all contemporary German‐language authors who have achieved an English language translation of at least one of their literary works.
Findings
Of the approximately 1,400 writers on Harrassowitz's comprehensive list, a surprisingly large number of almost 80 authors of the younger generation (born in 1950 or later) have been translated into English.
Originality/value
This bio‐bibliography of contemporary German belles lettres (of the younger generation) in English translation is the first of its kind. It can be used by librarians to check their current library holdings and to expand their collections of German literature in English translation.