Search results

This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/EUM0000000004015. When citing the article, please cite: Marilyn P. Rowan, Phillip C. Wright, (1994), “Ergonomics is Good for Business”, Work Study, Vol. 43 Iss: 8, pp. 7 - 12.

Ergonomics refers to the complex relationship between workers and their work that permeates every aspect of the workplace. Originally defined in 1717 by Bernadino Ramazinni, an Italian physician credited as the founder of occupational medicine, it is only recently that ergonomics has attracted widespread attention. This article will illustrate that the increasing interest in ergonomics is warranted and that appropriate ergonomic management is a process that will have a significant, positive effect on a company′s profits through cost reduction, quality improvement, performance improvement and productivity enhancement. Derived from the Greek words ergo and nomos meaning “work” and “natural laws”, ergonomics literally means the laws of work.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

After a thorough literature review on multinational learning, it is apparent organizations “learn” when they capitalize on expatriate management, a “learning strategy” (international work teams, employee involvement and other human resource policies), technology transfer and political environment and cross‐cultural adaptation. This suggests learning is possible when control mechanisms are relaxed or reduced, resulting in an ambiguous relationship between multinational learning and control. There has been no research on the relationship between learning and control largely due to this assumption of ambiguity and this paper attempts to overcome this gap by presenting a holistic approach to multinational learning and control. This paper posits that focusing on optimizing learning and control through flexible IHRM policies is a globally sustainable approach to MNE management. The purpose of this paper is to present a conceptual framework designed to address two major issues in international management: organizational learning and managerial control.

Multinational organizations are often faced with a perceived ambiguous choice of promoting learning throughout the organization in a way that facilitates local adaptation of corporate knowledge, while maintaining control over subsidiary corporate culture (control). This paper presents a new model designed to facilitate a balanced approach to learning and control in the multinational enterprise.

The proposed model is one of sustainable management focusing on dynamic IHRM learning and control. The pillars of the proposed model thus include: National Culture, HRM policies and practices and IHRM strategies of the parent MNE; National Culture, locally developed HRM policies and practices, and transferred IHRM policies and practices in the affiliate unit; sharing of learning oriented IHRM policies and/or among MNE affiliates only; and global IHRM control and learning IHRM policies and practices (uniform across MNE units).

While the literature in this realm addresses these issues separately, managers are faced with a delicate balancing act of promoting learning among multinational units while maintaining corporate control over key aspects of the company's core competencies.

1989 was designated Museums Year to commemorate the centenary of the Museums Association, and unlike many of these PR exercises this one resulted in museums (especially national museums based in London) receiving an unusual amount of coverage in the qualities. Whether stories of protests and problems would have the desired positive effect on actual attendances has not yet been calculated. The unusually sunny weather cannot have helped much either. But the Museums Association itself produced a series of 11 regional guides which if read on the beach or in the pool would have enabled the readers almost to think that they had actually visited the collections described in considerable detail. Too many to note here but a list of all the titles is available from the MA or the Museums and Galleries Commission. Simon Olding's Exploring Museums: London (ISBN 0 11 2904653) and Arnold Wilson's Exploring Museums: The South West (ISBN 0 11 2904696) tackle their areas entertainingly, but their step‐by‐step guides to some of their subjects may soon be outdated as many existing museums are currently undergoing major rearrangements or refurbishments.

Reviews some of the popular Geographical Information Systems (GIS) and related digital data sources. Discusses the results of interviews with Princeton University Library patrons and others involved with GIS within the context of a potential GIS service. Develops a proposal for a GIS service for Princeton University with emphasis on the need for training and creating the digital collections that will be most relevant for the University.

This study aims to review all frameworks of strategic international human resource management (SIHRM) published between 1990 and 2022 to ascertain their relevance in the current context with a focus on methodologies and theories in the post-pandemic era.

In this study a pool of 69 papers published in 16 journals was considered for full-text evaluation using a set of relevant keywords and pre-defined inclusion/exclusion criteria.

The number of qualitative research papers is the highest (90%) and theoretical perspectives are dominated by research-based (17%), institutional (17%) and SIHRM (14%) theories that emphasize competitive advantage, resource dependence and multiple SIHRM frameworks.

This research incorporates dominant theoretical perspectives and methodologies within an integrated SIHRM framework which accommodates the post-pandemic era.

The integrated SIHRM framework reinforces the alignment of multiple contexts, dimensions, models and proportions to enable effective decisions for mitigating the current crisis and future research.

This research integrated a hybrid model of SIHRM by aligning the relevant existing SIHRM frameworks, which management can choose from to leverage the benefits that distributed remote work in an international context and decide what is most suitable for their businesses as they prepare for the future.