D.E. Sherlin and L.K. Bjelland
In this paper, reproduced by permission of the Institute of Printed Circuits (USA), the authors discuss the problem of corner cracking in multilayer boards in relation to the…
Abstract
In this paper, reproduced by permission of the Institute of Printed Circuits (USA), the authors discuss the problem of corner cracking in multilayer boards in relation to the electrodeposition of copper from the pyrophosphate electrolyte.
Melissa J. Bjelland and Susanne M. Bruyère
A sizable cohort of youth with autism spectrum disorder (ASD) will transition into adulthood over the next 10 years. Employment participation is an important part of individual…
Abstract
A sizable cohort of youth with autism spectrum disorder (ASD) will transition into adulthood over the next 10 years. Employment participation is an important part of individual economic independence but also of one's ability to contribute to broader civil society in meaningful ways. Yet, to date, the majority of young adults with autism are not successfully entering the workforce. Of particular importance for this “Generation A” will be to establish a sound foundation as they exit their teenage years that includes postsecondary educational pursuits and labor force involvement. Exploring corresponding outcomes of individuals with ASD who recently progressed through these life stages will help inform Generation A and families and educators who support them how to better prepare for the workplace of the future. For this purpose, robust representative data containing refined disability detail, employment and training information, and well-being and support content are necessary. Currently available public survey and administrative microdata that can be used by researchers and practitioners as they delve into these issues are discussed. Additionally, appropriate restricted-access datasets and the process involved in obtaining them are highlighted. After summarizing key resources and noting their advantages, their drawbacks, limitations, and areas for improvement are addressed. Implications of the data available to date to assist educators, family members, and young adults with autism themselves to better navigate the transition from school to work, to successfully secure work, and ultimately economic independence, which is critical to adulthood, are presented.
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Robert Chapman Wood, Daniel S. Levine, Gerald A. Cory and Daniel R. Wilson
This chapter introduces evolutionary neuroscience and its organizational applications, especially its usefulness for motivation analysis in macrolevel disciplines such as…
Abstract
This chapter introduces evolutionary neuroscience and its organizational applications, especially its usefulness for motivation analysis in macrolevel disciplines such as strategic management. Macrolevel organizational disciplines have mostly lacked a theory of motivation beyond self-interest assumptions, which fail to explain many important macrolevel organizational phenomena. Evolutionary neuroscience provides an empirically grounded, parsimonious perspective on the human brain and brain evolution which helps clarify the profound complexities of motivation. Evolutionary neuroscience’s theory of the physiological causes of self- and other-interested motivation can support better macrolevel motivation analysis and unify disparate, potentially conflicting motivation theories. Examples are offered of how neuroscience-based motivation theory can support more comprehensive strategic management analysis of competences and competitive advantage.
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This chapter reviews the historical and political context of immigration to Norway, patterns of ethnic inequality in the labour market, as well as how ethnic discrimination has…
Abstract
This chapter reviews the historical and political context of immigration to Norway, patterns of ethnic inequality in the labour market, as well as how ethnic discrimination has been legislated, publically debated and studied in the Norwegian context. Drawing on the findings of a multimethod study of discrimination in the Norwegian labour market, combining a field experiment with employer-interviews, the chapter furthermore clarifies the extent of discrimination in ethnic minority applicants’ access to the labour market and discusses what mechanisms influence the level of ethnic discrimination ‘at work’. The field experiment reveals that young Norwegians of Pakistani heritage – the by far largest group among immigrant descendants in the country – face substantial discrimination when applying for work. However, it also demonstrates striking differences in the scope of discrimination between the public and the private sector, as well as across occupational contexts, indicating that discrimination should not be seen as mere reflections of individual bias, ethnic preferences or statistical uncertainty, but rather that such individual-level dispositions are mediated through factors at the organizational level. This conclusion has important implications for our theoretical understanding of why discrimination occurs, as well as for the further development of anti-discrimination measures.
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Fausto Di Vincenzo, Daniele Mascia, Jennie Björk and Mats Magnusson
This paper analyzes how the distribution and structure of employees' attention influence idea survival in an organizational internal crowdsourcing session.
Abstract
Purpose
This paper analyzes how the distribution and structure of employees' attention influence idea survival in an organizational internal crowdsourcing session.
Design/methodology/approach
Data from an online internal crowdsourcing session carried out within a multinational company with headquarters in Sweden were used to explore how idea attention influenced idea survival.
Findings
Our findings indicate that the positive relationship between attention allocation and idea survival is mediated by idea appreciation, i.e. positive comments and suggestions that employees provide in response to ideas. In addition, we find that competition for attention negatively moderates the relationship between idea attention and positive comments. Finally, our results indicate that ideas are more likely to survive if they are submitted earlier in the crowdsourcing process and when the elapsed time since previously posted ideas in the session is longer.
Practical implications
This study provides organizers of internal crowdsourcing sessions with new insights about factors influencing idea survival and about potential systematic biases in idea selection due to timing and competition between ideas.
Originality/value
This paper contributes to the literature highlighting the relevance of attention-based theory in the context of crowd-based creativity and innovation management.
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This chapter aims to develop a conceptual framework to probe evidence of open strategy (OS) phenomenon as being practiced by adaptive small and medium enterprises (SMEs) in…
Abstract
This chapter aims to develop a conceptual framework to probe evidence of open strategy (OS) phenomenon as being practiced by adaptive small and medium enterprises (SMEs) in manufacturing industries. Specifically, this study focuses on the act and doing of strategy communications, based on a set of readying and entrepreneurial practices, involving a plurality of internal and external actors (i.e., owner manager/entrepreneur, middle managers, shop floor employees, suppliers, etc.). The empirical study is based on a deep collaboration with a Scottish SME that supplies outsourced bottling and packaging services to the Scotch Whisky industry through a seven-year longitudinal qualitative inquiry. This study finds that the OS phenomenon is classified into transparent, participatory, and inclusive practices. These nested OS practices are enacted progressively as particular events are unfolding during organizational lifecycle and renewal processes. Sustaining temporal openness in strategy is underpinned by important boundary readying practices in SMEs.
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Angela Roth, Martin Dumbach, Barbara Schliffka and Kathrin M. Möslein
Increasing demographic diversity within societies and workforces causes challenges with regard to the innovation performance of companies. By definition, innovation communities…
Abstract
Purpose
Increasing demographic diversity within societies and workforces causes challenges with regard to the innovation performance of companies. By definition, innovation communities nowadays are composed of members with diverse function background and age diversity. The challenging question is how to manage diverse corporate innovation communities. The purpose of this paper is to find out which factors determine the success of corporate innovation communities in times of demographic shifts.
Design/methodology/approach
The empirical field to answer the research question are three corporate innovation communities in companies of different industries and size. Multiple case study methodology is applied to gather and analyse the data.
Findings
The study presents an empirically derived framework to structure success factors of diverse corporate innovation communities chronologically in the three phases of preparation, execution and finalization of a community work process. The success factors are described in detail and finally a time sequential guideline for those who are responsible for community management in demographic change is provided.
Research limitations/implications
It is contributed to the literature on innovation communities and it is shown that innovation communities are not only an instrument to solve innovation tasks but are also a promising means to tackle other challenges of recent demographic changes. As limitation must be considered, that the analysed innovation communities only received corporate support for a short period of time and the supporting organizations operate in manufacturing industries in Germany only.
Practical implications
The paper highlights that managers need to be aware that diversity in corporate innovation communities per se does not lead to success. Furthermore, a guideline of success factors for managers of diverse corporate innovation communities is presented which highlights important aspects that managers need to consider during the community work process.
Social implications
Due to demographic shifts in Germany and other European countries, societies in general and workforces in particular have modified. Most pervasive shifts take place with regard to age structures and diversity. Implications how manager could handle diversity successfully are therefore of high relevance for societies.
Originality/value
This study provides a theoretical understanding of the implications of organizational and age diversity on corporate innovation community management. Extant authors have already focussed on success factors in innovation communities and diverse settings isolated, but have not merged these issues.
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David Passig, Nirit Cohen, Liad Bareket-Bojmel and Ofer Morgenstern
The purpose of this paper is to portray an example of how organizations can harness their employees’ insight. The procedure described here can complement traditional methods such…
Abstract
Purpose
The purpose of this paper is to portray an example of how organizations can harness their employees’ insight. The procedure described here can complement traditional methods such as interviews, open forums, round tables and employee surveys, and can assist HR managers to acquire a unique look inside the company.
Design/methodology/approach
The described procedure was facilitated at Intel Corporation and was about The Future of Work. 145 Intel employees took part in an online crowd-deliberation with a methodology called Real-Time Imen-Delphi (RTID). The methodology guided them to initiate 689 questions that were then organized into 258 mission statements, which were rated by importance, priority and feasibility.
Findings
A main theme was identified to represent the collective notion with regards to The Future of Work. The participants leaned toward the fractal model for a preferred work environment. This model includes employees who will no longer have a single job description, but rather repeatedly sign up for tasks and projects based on their interests, capabilities, availability, aspirations and future beliefs regarding the path their organization needs to take in manufacturing, research and development.
Practical implications
The result provides an example of how organizations can harness their employees’ wisdom to bring to the table cutting-edge ideas, debate their relevancy to the organization, agree collectively on their vision and generate applicable ideas toward realizing their preferred future.
Originality/value
As social media tools evolve and become a central part in organizations, they will seek to involve employees in effective conversations and in decision-making processes. RTID is a solid way with which they can do this.