Poppy L. McLeod and Y. Connie Yuan
The chapter provides a brief review of team diversity research from its roots in group composition and workforce demographics through recent trends toward dynamic multilevel…
Abstract
The chapter provides a brief review of team diversity research from its roots in group composition and workforce demographics through recent trends toward dynamic multilevel models. The divergence from this research area's early motivations in social justice and inclusion to a primarily economic motivation is highlighted. The chapter also reviews major theories that have been used to explain diversity effects in team interactions and outcomes. The review leads to a discussion of three broad critiques of mainstream diversity research, namely a predominance of US cultural outlook, a narrow disciplinary base in organization sciences and psychology, and inadequate attention and overly simplistic perspective on communication processes. The chapter ends with implications for team diversity research and a discussion of how the suggestions can be applied to emerging dimensions of diversity.
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P. Suresh, P. Mathiyalagan and K.S. Srikanth
The article explores the effect of sintering temperature on the ferroelectric hysteresis behavior of the synthesized ceramic material Ba0.9Ca0.05Sr0.05T0.85Zr0.15O3 (BCSTZO). It…
Abstract
Purpose
The article explores the effect of sintering temperature on the ferroelectric hysteresis behavior of the synthesized ceramic material Ba0.9Ca0.05Sr0.05T0.85Zr0.15O3 (BCSTZO). It describes how the sintering temperature and its holding time have effect on the polarization-electric field (P-E) loops which is an important characteristic of a ferroelectric material. From the P-E loops obtained, various representative parameters like remnant polarization and coercive field values were extracted and scaling results were systematically established using them.
Design/methodology/approach
The present article describes the establishment of scaling relations for coercive field (Ec), remnant polarization (Pr) and back switching polarization (Pbc) as a function of temperature which have been obtained from P-E loops sintered at various temperature and time. This is because sintering temperature plays a pivotal role in determining the hysteresis parameters.
Findings
The temperature dependent scaling of Ec and Pr at sintering temperature of 1400, 1425, 1450 and 1475 °C yields EcαT0.40, EcαT0.80, EcαT0.47, EcαT0.29 and PrαT−1.72, PrαT−1.55, PrαT−1.72, PrαT−1.69 respectively. Further the scaling relations for the samples sintered at 1450 °C at different time interval of 3, 4, 5 and 6 h was also established to bring the effect of sintering in switching the ferroelectric hysteresis parameters.
Originality/value
The findings of this work will prove beneficial for the researchers working in optimization of sintering parameters and will benefit researchers selecting best material among the fabricated samples for further property enhancement. The optimized sample could be explored for multifunctional applications ranging from pyroelectric voltage to piezoelectric energy harvesting. In addition to this, the scaling results help to understand the nature of ferroelectric parameters with sintering. This may open up new avenues for studying the scaling behavior of dynamic hysteresis in synthesized material by focusing on hysteresis area as a function of applied electric fields, frequency and temperature. This reason owes to the fact that electric field and frequency are important parameters for a number of applications like sensor, transducers and medical applications.
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Jennifer Feitosa, Lorena Solis and Rebecca Grossman
To summarize and build on research that explores the influence of culture on team dynamics, particularly over time. Specifically, we explore culture and teams from a dynamic…
Abstract
Purpose
To summarize and build on research that explores the influence of culture on team dynamics, particularly over time. Specifically, we explore culture and teams from a dynamic perspective by providing a framework for understanding both how culture influences team dynamics over time, and where interventions should be targeted at different points to maximize the potential benefits of cultural diversity.
Methodology/approach
Drawing from a prominent model of team development (Kozlowski, Gully, Nason, & Smith, 1999), we provide mechanisms through which culture exerts an influence, as well as the practical approaches that will be best suited for mitigating potential negative effects at different points in time.
Findings
We focus on the following phases: team formation, task compilation, role compilation, team compilation, as well as team maintenance. At first, surface-level characteristics and subgroup formation should be closely monitored along with interventions to develop a group identity when teams are being formed. Later on, emergent states (e.g., trust, conflict) can come to the forefront as team members can develop multiple memberships or yet be resistant to performing in an adaptive manner.
Research limitations/implications
We identify key avenues for future research to serve as a foundation for those studying the cultural diversity within teams via temporal lens, including the role of context and going beyond Hofstede’s cultural dimensions.
Originality/value
Albeit research has started to accumulate regarding how culture influences teams through conflict, communication, trust, cohesion, and creativity, this chapter goes beyond current development to address when different cultural elements influence team dynamics.
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K. Viswanath Allamraju and Srikanth Korla
Purpose is to design the energy harvesters and to know the limit of the application of load on the PZT material. Fatigue failures of the designed products is merely bothering the…
Abstract
Purpose
Purpose is to design the energy harvesters and to know the limit of the application of load on the PZT material. Fatigue failures of the designed products is merely bothering the modern engineers and scientists for the research communities of all fields. Especially in the field of Micro Electromechanical Systems (MEMS), durability of low power systems is very important under the climates of both at high temperature and low temperature zones. And also continuous electrical power requirement is important for the MEMS and wireless sensor networks. Electricity is the greatest crisis in the world on one side and on the other side, durability of smart devices such as mobile phones, laptops, compact devices, computer spare parts are unrecyclicable batteries for reducing the rate of pollution in the environment.
Design/methodology/approach
By considering these problems, authors have taken up a research in finding the first fatigue characteristics, which are fatigue failure and durability of ferroelectric material as lead zirconate titanate, and then designed the scavenging device by using harmonically excited vibrations for getting optimum power output which is about 15.6 mW.
Findings
Under the resonance operated condition at the frequency of about 50 Hz, a prototype of scavenging device is about 90 V AC peak-to-peak voltage and the durability of scavenging device is 9.715 years.
Originality/value
Durability of PZT at different environmental conditions plays a very important role for the continuous function of low power devices. The output of PZT may change when the working time increases in addition with the mechanical properties.
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Branding in the labor market is an important issue due to the growing importance of brand. This study aimed to analyze the term of trust in the employee- and employer-based brand…
Abstract
Branding in the labor market is an important issue due to the growing importance of brand. This study aimed to analyze the term of trust in the employee- and employer-based brand equity for gray-, blue-, and white-collar workers using bibliometric analysis. The study design included the formulation of three research questions. Bibliometric data comprised 205 employee-based brand equity publications and 40 employer-based brand equity publications from the Scopus database. The analysis involved quantitative measures such as the number of publications and citations as well as the frequency of source types, authors, and countries. VOSviewer software mapped the co-occurrence of keywords in employee- and employer-based brand equity publications. These mappings revealed eight clusters related to employee-based brand equity publications and four clusters in terms of employer-based brand equity publications. The issue of trust has been analyzed in publications on employee-based brand equity; no such studies have been noted for employer-based brand equity. Employee- and employer-based brand equity has not been analyzed for various collar workers.
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Stefano Brusoni and Andrea Prencipe
This chapter adopts a problem-solving perspective to analyze the competitive dynamics of innovation ecosystems. We argue that features such as uncertainty, complexity, and…
Abstract
This chapter adopts a problem-solving perspective to analyze the competitive dynamics of innovation ecosystems. We argue that features such as uncertainty, complexity, and ambiguity, entail different knowledge requirements which explain the varying abilities of focal firms to coordinate the ecosystem and benefit from the activities of their suppliers, complementors, and users. We develop an analytical framework to interpret various instances of coupling patterns and identify four archetypical types of innovation ecosystems.
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Stephen Tallman and Mitchell P. Koza
The Globally Networked Organization (GNO) is an archetype of the geographically distributed, globally integrated, and organizationally networked information-age multinational…
Abstract
The Globally Networked Organization (GNO) is an archetype of the geographically distributed, globally integrated, and organizationally networked information-age multinational enterprise. While its organizational form has been widely discussed, methods for providing strategic direction to all or part of a GNO have been largely overlooked. We propose the concept of strategic animation as an innovative leadership approach to strategic management in the GNO and offer a set of guiding principles for installing such a system in organizations. Strategic animation employs sophisticated incentives to motivate voluntary buy-in, utilizing principles of self-organization to replace the command and control of the unitary firm and the uncertainty and transactional costs of real markets. This makes possible virtual integration of the multiple highly separable businesses that comprise the value-added proposition of the firm and encourages the development of emergent processes for both exploitation and renewal of assets. From a scholarly perspective, this model suggests a new framework for studying the strategic direction of GNOs. For practice, it offers an organizational solution to conditions where process control is preferred, but command of resources is limited. Strategic animation, set in motion through multiple managerial actions, facilitates the timely and flexible responses to chaotic environments that are the sine qua non of today’s global businesses.
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Pettis Kent, Enno Siemsen and Xiaofeng Shao
This paper enhances our understanding of how national culture impacts manufacturing performance (assembly speed, consistency between teams, etc.) during a production process…
Abstract
Purpose
This paper enhances our understanding of how national culture impacts manufacturing performance (assembly speed, consistency between teams, etc.) during a production process move. The authors also investigate the efficacy of co-location as a strategy to enhance knowledge transfer from one organization to another.
Design/methodology/approach
To study the impact of national culture on production process moves, the authors develop and employ a team-based behavioral experiment within and between an individualist society (the United States) and a collectivist one (China). The authors also examine the impact of co-location on knowledge transfer effectiveness within and between these two unique cultures.
Findings
Interestingly, co-location has little impact on the performance of US recipient teams. Without co-location, Chinese recipient team performance lags significantly behind the US teams. However, firms can overcome these knowledge transfer challenges by co-locating source and recipient team members. These results suggest that firms should assess the national cultural context when considering co-location to manage their production move. There are contexts where co-location may be incredibly useful to facilitate an effective knowledge transfer (e.g. collectivist cultures like China) and contexts where this approach may not be as valuable (e.g. individualistic cultures such as the United States).
Originality/value
This research contributes to the academic literature in several ways. First, while past research demonstrates that national culture can be an essential barrier to information and knowledge sharing, this paper extends these findings showing that co-location may effectively overcome this barrier. After the authors offer and test the merits of co-location, they also establish the boundary conditions of this approach by showing that the effect of co-location on knowledge transfer is contingent on the cultural context. This contribution enhances our understanding of the relationship between national culture and knowledge sharing and has implications for managers developing approaches to transfer knowledge between cultures. Second, the authors develop and execute a novel cross-country experimental design. While cross-country experiments have been done before (e.g. Ozer et al. 2014, Kuwabara et al. 2007, etc.), it is still rare to see such experiments due to them being “technically difficult and costly” (Ozer et al. 2014, p. 2437). This research not only offer insights into how teams of people from individualist and collectivist societies send, receive and comprehend production knowledge. It also documents how these teams convert this knowledge into production results.
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The concept of the “business model” is increasingly popular in the strategy literature as a way to outline an integrated approach to value creation, delivery, capture, and…
Abstract
The concept of the “business model” is increasingly popular in the strategy literature as a way to outline an integrated approach to value creation, delivery, capture, and allocation. It addresses firm strategy but also the resources and capabilities needed to support that strategy and the structure needed to operationalize it. The global marketplace challenges our concepts of all parts of the business model, yet business-model concepts tend not to consider the effects of location or geographical dispersion on the viability of business models. The value of resources and capabilities to customer needs vary from country to country, forcing strategies to adapt. Institutional factors limit structural possibilities in global, regional, and national markets. Currency values, tax regulations, consumer protection and the like make capturing value for the firm and its network much more than simply designing profit margins into pricing structures. This paper offers an integrated but modular approach to the business model, applying concepts from international business studies to show that the very concept of business models as well as each part of the puzzle must be adapted to deal with much greater complexity in the relationships between the environment and the firm in the globalizing marketplace.