Search results

Examines the literature to identify the essential components of kaizen or continuous improvement programmes. Relying on published sources on the North American experience with continuous improvement, also tries to identify organizational structures and practices likely to lead to successful implementation of such programmes. Distinguishes between kaizen and more radical, “strategic leap” improvement approaches, and describes the North American record of success with continuous improvement programmes. An emergent theme is that success with continuous improvement requires a wide array of systems, processes, and orientations to be congruent within the organization. Argues that the study of when, how, and why kaizen succeeds is by no means complete, and proposes a set of open research questions whose investigation is likely to be useful to both scholars and practitioners. Finally, discusses some of the ways in which the existing literature can be immediately useful for practice in organizations.

This study seeks to demonstrate that employees' reactions to their supervisors' influence behaviors are governed by meanings inferred from the behaviors. Another aim is to develop a method in which “weights” for predicting employees' reactions are assigned using mean ratings of perceptions of the features and social/organizational implications of the influence behaviors.

Employees of an energy utility completed survey questionnaires concerning the extent of their supervisors' use of specified influence tactics. Employees' organizational commitment, supervisor commitment, turnover intention, and stress also were surveyed. A separate, community sample rated the influence tactics for dimensions of meaning or implications of the tactics. Data from the two samples were combined in a novel arithmetic scoring procedure as one of several analyses looking for evidence of the specified dimensions' effects.

The study finds that employees' work attitudes and other outcomes were predicted to a statistically significant degree by dimensional, perceptual characterizations of the influence tactics used by their supervisors. In culminating multiple regression analyses, respectfulness was associated with supervisor commitment, turnover intention, and emotional distress; directness was associated with organizational commitment. Additional analyses indicated that other dimensions of meaning also were associated with outcomes.

The meanings of supervisors' influence behaviors are somewhat culture‐specific, so the generalizability of findings to other cultures is uncertain. However, the central role of social inferences in reactions to supervisors' influence behaviors may be replicable to other cultures if culture‐specific content or ratings are substituted there. This research also has the usual limitations of cross‐sectional, correlational research.

In their interactions with employees, managers and supervisors should be aware that their influence behaviors, collectively, generate reactions that are significant for employees' motivation and well‐being. Supervisory behaviors and work contexts should be managed so that employees will infer that their supervisors are showing respect and are being honest and direct.

Processes previously assumed to intervene between supervisory influence behavior and employee reactions were operationalized and demonstrated. Novel methods were developed for this research, and these methods may also be applicable to other research domains that involve sets of behaviors that parallel existing schemes for influence behavior.

This paper aims to respond to Yammarino's article in this issue on level of analysis and the US Constitution.

This paper expands on two concepts central to levels of analysis: entity and causal process. Then additional alternative ways of conceptualizing, analyzing, and representing multi‐level organizations – beyond the organization chart – are described. A rationale for America's use of the Electoral College is sought.

The paper reveals connections among traditional notions of hierarchy (including the traditional organization chart) and contemporary social network concepts.

Leaders and other members of social and organizational systems should be mindful of their mental representations of hierarchy, of organizational or social groupings (e.g., US States), and of social distance. These representations can influence behaviors and perceptions, including perceived fairness of procedures.

The paper presents interesting information on connections among traditional notions of hierarchy and contemporary social network concepts.

This study aims to represent Kaizen implementation in a machine vice manufacturing company. Kaizen has shown tremendous impacts on the production techniques and lead times. A large number of small-scale industries have shown their existence in India. It has been difficult for small industries to survive due to tough competition among them. All are facing problems like low production and poor-quality products.

The methodology applied to implement Kaizen in Indian small-scale industry. Fishbone diagrams have been used to represent cause and effects. The result has been shown as savings in terms of money and time.

Inventory access time is reduced up to 87 per cent and total distance travelled and total time taken by product is reduced up to 43.75 and 46.08 per cent, respectively. A habit to maintain a clean workplace has been developed in workers.

ISO could be integrated with Kaizen for more improvements.

The paper should assist those practitioners and consultants who have the desire to understand a better way of Kaizen implementation in small-scale industries of India.

This paper yields lots of values for practitioners to understand the need, impacts and significance of Kaizen implementation in small-scale industries of India. Also, it bridges the gap between theory and practice of Kaizen implementation in real working conditions in Indian industries.

Productive friction (Ward et al., 2011) can exist as pracademics cross between boundaries of their different identities. Through an exploration of the self-perception of two collaborating pracademics, this paper will consider that organisational and occupational (Evetts, 2009) elements exist that generate professional friction for pracademics.

Using two consecutive Lesson Study cycles as a boundary object, the authors will consider their pracademic identity through a spatial approach. Their perceptions are expressed through semi-structured qualitative interviews and subsequent thematic analysis. This analysis is then explored through Engeström's (2001) learning stages to consider how pracademics interact within the contradictions of their identities and within their context and their work.

Time, purpose, integration and collaboration are all elements that impact on pracademic identities. For each one of these themes, pracademics both experience friction and find resolutions. As these themes vary, there are also moments of unresolved friction, where the pracademics maintain their work based on their enthusiasm alone. Constraints on time and the visibility of pracademic emerge. Exploring these pressure points and their resolutions is key to understanding how pracademics can be further supported by other professionals.

While it is not possible to draw large conclusions from the experiences and perceptions of two primary-school-based pracademics, their experiences and understanding of contextual pressure points may facilitate the support of other pracademics and resonant with their experiences, particularly if they are using Lesson Study.

This chapter presents the results of a process of reflexive thematic analysis. It highlights the recovery journeys of those with mental health, addiction and dual diagnosis challenge. In doing so, a number of similarities occurred. These included beginning in a place of trauma, working to cope with the trauma, seeking help from services, peer support, relapse and finally fully embracing recovery in one’s own life. A number of differentials were also identified, including additional steps in the mental health recovery journey along with the title of various phases of recovery. The chapter ends with an acknowledgement of these similarities and differentials which the following chapter can then utilise as a basis for making recommendations to policy, practice and the users of services themselves.

A large number of small-scale industries have shown their existence in India, tough competition among them made the survival of small industries difficult. All facing problems like reduced production and poor quality. The case study presented in the paper deals with Kaizen implementation in a machine vice manufacturer company. Kaizen has tremendous impacts on the production techniques and lead times. Case study represented is to motivate practitioners for implementing Kaizen in small-scale industries of India. The paper aims to discuss these issues.

The methodology applied to implement the Kaizen in Indian small-scale industry. Fishbone diagrams have been used to represent cause and effects. The result has been shown as savings in terms of money and time.

Processing time has been reduced by 44.4 percent and an amount of Rs. 64,000 has been saved by recovering a total of 80 square feet working area. Improvements in the form of work flow have been achieved.

Value stream mapping can be integrated with Kaizen for more reduction in the product lead time.

The paper will be worthily for practitioners and consultants for understanding Kaizen implementation in small-scale industry of India.

The paper yields lots of values for practitioners to understand the impacts and significance of the Kaizen in small-scale industries of India. Also it bridges the gap between theory and practical of Kaizen implementation in small-scale industry of India.

Human resource (HR) process research emerged as a response to questions about how (bundles of) HR practices related to organizational outcomes. The goal of HR process research is to explain variability in employee and organization outcomes by focusing on how HR practices are intended (adopted) by senior managers, the way that these HR practices are implemented and communicated by line managers, and how employees perceive, understand, and attribute these HR practices. In the first part of this chapter, we present a review of 20 years of HR process research from the start, to how it developed, and is now maturing. Within the body of HR process research, several different research theoretical streams have emerged, which are largely studied in isolation without benefiting from each other. Therefore, in the second part of this chapter, we draw on previous work to propose a staged process model in which we integrate the different research streams of HR process research, recognizing contingencies in the model. This leads us to an agenda for future research and practical implications in the final part of the chapter.

The purpose of this paper is to address the benefits of a participatory approach to autism research, demonstrating the positive effects of giving autistic project assistants (PAs) the opportunity to design and undertake a project researching the experiences of autistic university students.

A participatory approach was implemented, engaging autistic university students as research assistants. All the research team except project co-ordinators were autistic. Undergraduate autistic students developed and conducted a set of semi-structured interviews, with two autistic alumni responsible for data analysis and both scheduling and moderating focus groups. Participation in dissemination of the findings was open to all.

The results included in this paper reflect a portion of the overall findings, specifically regarding the participatory approach. The findings of the study indicate the perceptions of respondents being interviewed by autistic researchers in relation to their shared understanding, facilitating positive feelings and a sense of rapport in the interview process. The PAs were able to improve their research skills through the project, which contributed constructively to their CV and allowed them to feel more positive about being autistic, and specifically about being an autistic researcher.

This paper is one of the first to discuss the challenges and benefits of including autistic participant researchers at all stages of the research project, including research design, data collection, analysis and dissemination, being co-written by both project co-ordinators and autistic project researchers.