The purpose of the paper is to examine the extent of employee empowerment within Australian manufacturing business units using an adapted version of the Pardo del Val and Lloyd…
Abstract
Purpose
The purpose of the paper is to examine the extent of employee empowerment within Australian manufacturing business units using an adapted version of the Pardo del Val and Lloyd instrument. The paper also examines the influence of organizational (business unit size, training, and link to rewards) and cultural (innovation, team work, and outcome orientation) factors on the extent of adoption of employee empowerment.
Design/methodology/approach
Data was collected by survey questionnaire distributed to one business unit within 250 manufacturing organizations.
Findings
The results reveal a moderate level of employee empowerment in Australian organizations, with the cultural factor, teamwork, and the organizational factors, training and link to rewards, found to have a significant impact on the overall level of adoption of employee empowerment. In addition, specific cultural and organizational factors were found to be associated with four different dimensions of employee empowerment (collaboration, formalization, directness, and degree of influence), and the empowerment of employees at three different stages of the decision making process.
Practical implications
The Pardo del Val and Lloyd measure provides a means by which organizations can gain an improved insight into their current employee empowerment initiatives and assess the critical preconditions that are most effective in enhancing employee empowerment initiatives.
Originality/value
This study confirms the validity of a new measure of employee empowerment. Furthermore, the study provides the first empirical analysis of the association between organizational and cultural factors with the level of employee empowerment as assessed by this measure.
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Favián González, Manuela Pardo-del-Val and Ana Redondo
The purpose of the present study was to develop a measurement model to identify sources of resistance to change (RC) based on a previous systematic review.
Abstract
Purpose
The purpose of the present study was to develop a measurement model to identify sources of resistance to change (RC) based on a previous systematic review.
Design/methodology/approach
The sample comprised 121 participants (faculty, students, graduates, and employees). Twenty-three items were assessed in four distinct stages: observation, exploration, confirmation, and communication. Exploratory and confirmatory factor analysis ensured the validity and reliability of the measurement process.
Findings
The final 14-item model consisted of four groups: “Personalities averse to change”; “Limited participation in the change process”; “Dominant sociocultural predisposition”; and “Weak managerial commitment to change.”
Practical implications
It is hoped that the study will encourage further diagnostic examinations and assessments of the structural relationships associated with RC.
Originality/value
The present study expands our understanding of RC source typologies, the majority of which have focused on the individual and the organization. Higher education institutions bear a responsibility to initiate change to align with evolving environmental demands, but their endeavors are often subject to obstacles and delays stemming from individual and collective influences. To manage efficiently the conceptualization, planning, implementation, and management of change initiatives, we must comprehend and assess the primary sources of RC within such institutions.
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Manuela Pardo‐del‐Val, Clara Martínez‐Fuentes and Salvador Roig‐Dobón
This paper aims to deal with the influence of a participatory management style along a change process, specifically in seeking to analyze the effect of participative management…
Abstract
Purpose
This paper aims to deal with the influence of a participatory management style along a change process, specifically in seeking to analyze the effect of participative management style on resistance to change and its effects on change performance.
Design/methodology/approach
After a revision of previous literature, an empirical research is presented to test the existence and signs of the relationships between participation and organizational change. To measure the main concepts, the authors have used scales and other measures already published and through a correlation analysis gain some insight into the relationships among variables.
Findings
Data suggest that participative management might be giving the members of the organization the necessary tools to question aspects that could endanger changes, thus considering participation as a knowledge broker that sheds light along the change process through the increase of resistance to change sources.
Research limitations/implications
The main limitation is the reduced sample, as well as the fact that answers are provided by a single respondent.
Practical implications
This research might help practitioners to look at resistance to change from a positive point of view, therefore, participation might be considered a tool to show potential weaknesses and help change agents to improve change outcomes.
Originality/value
The paper supports the literature that considers resistance to change positively. Moreover, it provides some hints as to what kind of sources of resistance to change are more important depending on the typology of the change itself.
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Adriana Ito, Torbjörn Ylipää, Per Gullander, Jon Bokrantz, Victor Centerholt and Anders Skoogh
Resistance is expected to emerge with the implementation and use of new technologies in production systems. This work focuses on identifying sources of resistance to the use of…
Abstract
Purpose
Resistance is expected to emerge with the implementation and use of new technologies in production systems. This work focuses on identifying sources of resistance to the use of Industry 4.0 technologies when managing production disturbances and suitable managerial approaches to deal with them.
Design/methodology/approach
A qualitative approach was chosen in this research. The authors conducted a literature review and a series of interviews. Thirty-one papers from the literature review were analysed, and 16 people from five different companies were interviewed.
Findings
The authors identified five different sources of resistance and three managerial approaches to dealing with them. The sources of resistance were based on (1) feelings of over-supervision, (2) unclear values, (3) feelings of inadequacy, (4) concerns about loss of power and jobs and (5) work overload. The three approaches to dealing with resistance are (1) communication, (2) participation and (3) training.
Originality/value
This work identifies the sources and strategies to deal with resistance to the use of Industry 4.0 technologies in the management of production disturbances. The managerial literature in this area is limited, and to the authors's knowledge, the specific sources for resistance and strategies to deal with that in this topic have not been systematically investigated before.
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Kevin Baird, Sophia Su and Rahat Munir
The purpose of this paper is to examine the association between Simons’ (2000) enabling (beliefs and interactive) use of controls with employee empowerment, and the subsequent…
Abstract
Purpose
The purpose of this paper is to examine the association between Simons’ (2000) enabling (beliefs and interactive) use of controls with employee empowerment, and the subsequent influence on organisational performance.
Design/methodology/approach
A survey questionnaire was distributed to 636 Australian manufacturing organisations.
Findings
The findings indicate that the enabling use of controls is associated, both directly and indirectly, through the level of employee empowerment, with organisational performance.
Originality/value
This paper provides an initial empirical insight into the relationship between the use of controls with the level of employee empowerment. The findings highlight the significant interrelationship between the enabling use of controls and employee empowerment and the importance of both facets in enhancing organisational performance.
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Ahmad Arslan, Sean Naughton, Abdollah Mohammadparast Tabas and Vesa Puhakka
This chapter conceptually addresses outward internationalisation of small and medium sized enterprises (SMEs) from the emerging markets (EMs) by focussing on the role of prior…
Abstract
This chapter conceptually addresses outward internationalisation of small and medium sized enterprises (SMEs) from the emerging markets (EMs) by focussing on the role of prior contract manufacturing relationships with a developed market multinational enterprise (DMNE). The internationalisation of SMEs originating from EMs is a rather under-researched area and the role of prior contract manufacturing experience specifically has not been addressed in prior studies. Based on a literature review, the authors identified four capabilities developed by EM SMEs during their contract manufacturing relationships with DMNE(s) that potentially help in later outward internationalisation. The authors incorporate some insights from dynamic capabilities theory, and develop propositions addressing the role of relational capital, human capital, manufacturing productivity capabilities and product innovation capabilities in this specific context. Despite being conceptual in nature, this chapter is one of the first to explicitly highlight the role of these specific capabilities developed during contract manufacturing relationship for outward internationalisation, setting bases for future studies to further empirically investigate them in different contexts.
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Juan A. Marin-Garcia, Amable Juarez-Tarraga and Cristina Santandreu-Mascarell
The purpose of this paper is to perform a context analysis about a specific Kaizen program, suggestion systems in permanent teams, and identified the barriers and facilitators…
Abstract
Purpose
The purpose of this paper is to perform a context analysis about a specific Kaizen program, suggestion systems in permanent teams, and identified the barriers and facilitators that companies encounter while implementing them from the workers’ perspective.
Design/methodology/approach
The authors applied an inductive method, the Grounded Theory, to develop a specific context theory using the information that emerged from a convenience sample of 182 workers in several countries.
Findings
The facilitators and barriers identified for the workers in the field study are aligned with those identified in previous studies, generally obtained using information provided by managers. The methodology enabled us to identify the relationships between them and their level of relevance.
Research limitations/implications
The main limitations were linked with the source of the data as the authors worked with a convenience sample and only analyzed the information provided by the workers.
Practical implications
The identified facilitators, their relationships and their relevance, contribute to understand the functioning phenomena of suggestion systems in permanent teams to facilitate organizations using this continuous improvement program more effectively.
Originality/value
The originality of this study, apart from identifying facilitators from the workers’ perspective, is that the used method enabled us to identify the relationships between them and know how the operators perceived their relevance.
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Kunal Ganguly and Siddharth Shankar Rai
To enhance the transparency of the supply chain and ensure proper dissemination of information among the supply chain members in a timely manner, more and more companies are…
Abstract
Purpose
To enhance the transparency of the supply chain and ensure proper dissemination of information among the supply chain members in a timely manner, more and more companies are implementing supply chain information system (SCIS). Often the challenge among the organizations is how to go for a proper SCIS implementation and to identify the key performance indicators (KPIs) to evaluate the SCIS. The purpose of this paper is to provide a framework to evaluate the KPIs for SCIS of SCISs implementation from user’s perspectives.
Design/methodology/approach
In this paper, 16 KPIs were identified based on extensive literature survey. A fuzzy analytic hierarchy process (AHP) model is constructed to measure the users’ perceived importance and satisfaction for the KPIs. Subsequently, based on these two measurements, an importance-performance analysis (IPA) model along with a customer satisfaction attitude (SA) index is developed to categorize and prioritize the KPIs. As an empirical study, SCIS users across five industries belonging to different sectors were investigated to validate the model.
Findings
An IPA model along with a customer SA index is developed based on a fuzzy AHP model to evaluate the KPIs and provide the priorities of their improvement. Based on this result, some management implications and suggestions are proposed.
Research limitations/implications
The study was limited to five organizations. More representative samples which can be sector specific can ensure better confirmation of the empirical results.
Originality/value
The KPIs identified in the research indicate the nature and dynamics of a complex SCIS implementation. It can serve as a checklist of areas that require attention when implementing a SCIS. The KPIs are presented through grouping in a systemic way. The development of the SAs in IPA model using fuzzy AHP is a novel approach.
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The purpose of this paper is to focus on the understanding that can be gained about employees' use of voice as a response to organisational change using qualitative research and…
Abstract
Purpose
The purpose of this paper is to focus on the understanding that can be gained about employees' use of voice as a response to organisational change using qualitative research and, in particular, narrative analysis. Narrative analysis of voice can provide insight into why voice is used and how voice differs from resistance.
Design/methodology/approach
This paper uses a constructivist approach to study the interpretations of participants and explores the qualitative research interview as a method of data collection that enables participants to report experiences of organisational change. Thematic narrative analysis explores inductive themes that are embedded within participants' stories.
Findings
Findings suggest that qualitative research approaches are useful in exploring individual interpretations of voice, such as the forms in which voice is used, reasons why voice is used, and participant reports of management reactions to voice. Findings from the narrative analysis suggests that voice may be confused with resistance in the workplace and is likely to lead to negative reactions from management, even though both the literature and participants differentiate between intentions of voice and resistance to change.
Research limitations/implications
The paper calls for further research concerning employee intentions surrounding the use of voice as well as management perceptions of employees' use of voice.
Originality/value
Qualitative studies can explore differences between voice and resistance through unlocking voices of employees who are marginalised in management literature. Such studies also derive feedback from staff about the effects of change programmes, thus providing managers with information from which communication/participation strategies could be tailored to individual organisations.