Search results

Two major markets exist in manufacturing and both are rapidly changing. On the one hand, there are the traditional original equipment manufacturers (OEMs) who build their own end‐user products. Fewer and fewer of the vital components within the products sold are original. Instead, a structured network of supplier companies builds the components. These contract manufacturers may have a number of OEMs as clients and keep their manufacturing processes running full‐time by shifting jobs back and forth among client’s orders as demand requires. In recent years, more and more is required of the contract manufacturer. As well as working with traditional external forces the contract manufacturer now has to contend with the concept of complementors. This paper describes research into the concept of the complementor and proposes the complementor impact model for contract manufacturers. This new model demonstrates how contract manufacturers may capitalise relationships with fellow complementors. In doing so they themselves become superior complementors.

Using a sample of 214 US metropolitan areas, we examine the connection between the Great Recession and bad jobs, taking into consideration the macro-level determinants of the troubled economy. Our measure of bad jobs is derived from Kalleberg, Reskin, and Hudson’s (2000) conceptualization as those that have low pay, lack health insurance, and lack pension plans. We find that the Great Recession increased the prevalence of bad jobs, consistently for men and selectively for women. Among the macro-level processes, the decline of the manufacturing base, union membership, and public sector employment are sources of increasing bad jobs, especially for men. Those macro-level processes which are growing in influence such as casualization, globalization and financialization show no signs of reversing the negative trends in bad jobs. Human capital variables in the labor market such as educational and age variability consistently suggest more adverse effects on bad jobs for men than women. Our findings contribute to the further understanding of the nature of precarious work in a troubled economy.

In this article The TQM Magazine profiles the 1990 US Malcolm Baldrige winners. All four winners, Federal Express, Cadillac, IBM Rochester, and Wallace, have one common goal — increasing customer satisfaction.

Purpose – In this chapter, we examine individual- and country-level differences in 4 work attitudes (work centrality, work commitment, job satisfaction, and autonomy) among 31 European countries in 1999 using a multilevel framework.

Design/methodology/approach – We utilize the 1999/2000 European Values Study to investigate individual- and country-level determinants of work values and job rewards. Our analysis contains 17 traditionally capitalist and 14 post-socialist countries. At the country level, we consider 11 institutional processes as possible explanations for variations in work values and job rewards: post-socialist status, continuous democracy, contentious politics, state capacity, socialist ideology, union density, economic integration, service employment, income inequality, linguistic heterogeneity, and population density.

Findings – We find that traditionally capitalist countries tend to score lower on work values and higher on job rewards than post-socialist countries. Our analyses show that each of the 11 institutional processes, especially continuous democracy and economic integration, has statistically significant effects on the four dependent variables.

Research limitations/implications – Of the 44 hypotheses we made, 23 were supported by statistically significant effects in the predicted direction, 16 were not significant, and 5 were statistically significant in a direction unanticipated by our theory. We discuss possible reasons for the results that did not conform to our expectations.

Originality/value – The study is one of the most comprehensive multination studies of work values and job rewards in that it examines the impact of 11 institutional processes on four different work attitudes among 31 European countries. It is the only study of this scope to rigorously examine the differences between traditionally capitalist and post-socialist countries.

The purpose of this paper is to present a framework for advanced relationship planning between a contract manufacturer and the other key players within the supply chain. In doing so it allows the contract manufacturer to achieve improved optimisation through better insight into current and future supply chain activity.

The research commences with a literature review that synthesises across total quality management (TQM), customer focus and contemporary business excellence to create a framework specific to contract manufacturing. The major elements were verified by surveys. Applicability and exploitability was validated using action research.

The paper confirms that horizontal alliances in either collaborative or cooperative form are in their infancy as regards contract manufacturing. The framework presented makes it possible for contract manufacturers to identify, evaluate and form relationships with competitors and complementor companies towards understanding the interdependence between all supply chain players.

Further refinements are possible and could include the determination of formal avenues for relationship development and guidance while operating within supply chains at different levels of development.

Understanding how supply players interact in the field of contract manufacturing will assist in determining the influence of cooperation and competition or a mixture of both. The framework presented will provide direction in unravelling the intricacies of the connections and therefore provide the contract manufacturer with a valuable tool for relationship planning.

The Advanced Relationship Planning Framework described offers a unique supply management approach from the supplier of contract manufacture viewpoint that synthesises across the TQM, Customer focus and business excellence.

Focuses on the approach to interpreting earnings equality found in the writings of a variety of economists and in particular, technological change and its effects on the demand skill resulting in earning inequality. Argues that the evidence in favour of the technological effect is weak and presents some alternatives for further consideration.

Purpose – This study tests three theories of determinants of workers' subjective response to work situations – structural factors (measured by individual, organization, and job characteristics), general disposition, or informal work arrangements as constructed by Laubach's (2005) “consent deal.”Design/methodology/approach – Data were obtained from the Indiana Quality of Employment Survey, a survey of workers covering general working conditions. We constructed 10 models regressing worker perceptions and attitudes (e.g., satisfaction, relations with supervisors, meaningfulness) on structural determinants. We then used structural equation modeling to identify an underlying factor representing a general worker response from elements of the attitudes and perceptions. Finally, we regressed a scalar version of the general response factor on the structural determinants using the previous models.Findings – We identified a single second-order latent factor underlying the 10 attitudes and perceptions which represented the “general subjective response” of workers. This supported the concept of a dispositional effect. We then found that structural factors had a minimal effect on the subjective response, but that informal arrangements had a very strong effect. This undermined the first two theories and supported the third.Implications – Worker attitudes and perceptions are very resilient to different formal work arrangements but are highly influenced by the informal arrangements negotiated between workers and frontline management. Organizations can have the strongest effect on developing worker support by empowering frontline managers to make informal deals on workplace rules.Originality/value – This study offers a means to probe the relationship between formal and structural and the informal and subjective worlds of the workplace.

Contract manufacturers differ from the traditional manufacturing model in that they build a variety of products for various clients, whereas original equipment manufacturers build only proprietary products. To achieve seamless supply the contract manufacturer must slip in and out of each client's network of suppliers who together build the entire product. This paper describes the development of a diagnostic instrument for contract manufacturers to align core competencies to developing value criteria. A value‐focused diagnostic instrument is created specific to contract manufacturing. The major elements were verified by surveys. Applicability and exploitability of the diagnostic instrument was validated using action research. The instrument provides sequential analysis to assist contract manufacturers in the formulation of effective value‐based strategies. Suppliers of contract manufacture who display proficiency at value delivery will enhance prospects for inclusion on client preferred supplier lists. The system offers a supply management approach from the supplier viewpoint that synthesises across TQM, customer focus and business excellence.