Richard C. Whitfield and Kam‐Ming Kwok
Reports a case study in using a team approach to improve the quality, cycle time and yield of integrated circuits assembled in Hong Kong. Ford’s eight‐disciplines (8‐D) process is…
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Reports a case study in using a team approach to improve the quality, cycle time and yield of integrated circuits assembled in Hong Kong. Ford’s eight‐disciplines (8‐D) process is the methodology used, and significant improvements are acheived with it. Within the framework of the 8‐D process, the work involves using simple quality tools to analyse and correct production problems. Demonstrates that a tightly‐focused approach, which follows well‐documented and methodical procedures using simple tools and techniques, can bring considerable benefits within a short time.
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At a meeting of the Barnstaple Rotary Club on November 5th, Mr. Percy Penhale, Borough Veterinary Inspector, read a paper upon bovine tuberculosis. Mr. Penhale said he wished to…
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At a meeting of the Barnstaple Rotary Club on November 5th, Mr. Percy Penhale, Borough Veterinary Inspector, read a paper upon bovine tuberculosis. Mr. Penhale said he wished to speak with particular regard to a pure milk supply, which was a vital topic to them all. With consumption so rife as it was among human beings, veterinary surgeons marvelled that “the powers that be” apparently continued to regard the present state of affairs with apathy, and it was high time sweeping measures were adopted. There were various methods of infection, but cohabitation and inhalation were by far the most frequent, and almost always in a cow shippen or other confined space where tubercle bacilli had been voided from the bodies of previous subjects of the disease. In the early stages there were no appreciable symptoms, and the general condition of the animal might afford no information. Following a technical description of the disease, Mr. Penhale passed to its importance on the health of the general public. It did not stretch one's imagination far to see that the dairy herd was likely to be far more affected with tuberculosis than other cattle, as these were more often confined together in buildings. It was estimated by many eminent authorities that at least 33 per cent. of the dairy herd to‐day were tuberculous. In support of that he would say that in 56 herds tested around the Birmingham district 37 per cent. were found to be affected. It then became necessary to show that bovine tuberculosis was transmissible to mankind. This had been completely proved over and over again, but to what degree the general public was in total ignorance. In 1912 Mitchell, working in Edinburgh, discovered that 90 per cent. of cases of tuberculosis in the human being were bovine in origin. Those figures raised considerable criticism in the medical profession, but some time later Beng, working in the same city, confirmed Mitchell's experiences. It might, therefore, be taken as a fact that bovine infection was responsible for the majority of cases of tuberculosis in the human being. And bovine infection was but another name for milk infection. In the early days of life, when resistance to the disease was at its lowest, and cows' milk was the staple article of diet, the child was brought into contact with the constantly‐recurring possibilities of infection. To analyse the methods suggested for our protection, Pasteurization and boiling of milk had been the reiterated cry of many, and it was true that milk heated to 85 degrees centigrade (or 185 degrees Fahrenheit) would destroy all the tubercle bacilli or spores that the milk contained. But scientists were about equally divided. One half said that Pasteurization or boiling destroyed some of the necessary vitamines and salts that raw milk should contain. In any case, such methods should be unnecessary, and to his mind it was merely condoning an evil. Then microscopical examination of milk was very uncertain, and was not the safeguard so many would have them believe. Where could they look for the salvation? He unhesitatingly replied to the tuberculin test—the safest and surest test they were ever likely to know. He would have it applied to every milk‐bearing cow. In his view the milk of re actors should be forthwith condemned, or Pasteurized and used for calves.
This chapter seeks to reassess the film GoldenEye (Campbell, 1995), and its highly successful (Impellizeri, 2010) videogame adaptation GoldenEye 007 (Rare, 1997), in light of the…
Abstract
This chapter seeks to reassess the film GoldenEye (Campbell, 1995), and its highly successful (Impellizeri, 2010) videogame adaptation GoldenEye 007 (Rare, 1997), in light of the concept of the Hegemony of Play (Fron, Fullerton, Morie, & Pearce, 2007), which seeks to critique the dominance of the hypermasculine ‘gamer’ identity in videogame culture (a persona GoldenEye anticipates in its problematic character Boris Grishenko).
Since the gamer is bound up in the very technological materiality of videogames as a medium and an industry (Dyer-Witheford & de Peuter, 2009), central to this discussion is the significant yet highly ambivalent role technology continues to play in the Bond films, both extending and threatening (Leach, 2015; Nitins, 2010) Bond’s natural male skill and intuition (McGowan, 2010). Indeed, GoldenEye is a particularly salient study since many suggest Brosnan to be the most technologically adept (or dependent) of the Bonds (Rositzka, 2015; Willis, 2003), and I will argue that the film and game together explore just what happens when Bond’s implacable force meets the immutable technological object, providing a fascinating lens through which to read the larger technocultural shifts embodied in the transition to the immaterial economies of cognitive capitalism (Hardt & Negri, 2001) and their potential to disrupt traditional, patriarchal gender configurations (Haraway, 1991; Hayles, 2005; Plant, 1998; Wajcman, 2004).
Core to this is a critical reading of the game’s popular multiplayer mode, where exploration of whether technology can be understood to potentially level the gender playing field (Jones, 2015) or whether the fact that such technology is always already encoded as masculine (Chess, 2017) ultimately undercuts this ambition.
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There is a long history of school failure for Aboriginals1 in the U.S. educational system. Culturally relevant/responsive pedagogy affords opportunities for Aboriginal students to…
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There is a long history of school failure for Aboriginals1 in the U.S. educational system. Culturally relevant/responsive pedagogy affords opportunities for Aboriginal students to achieve academic success through building upon their cultural heritages and Native ways of knowing. School systems adopting this pedagogy empower Indigenous students to connect with essential knowledge for academic success in today’s world. This enhanced pedagogy creates classrooms of involvement that promote Aboriginal students’ achievement. Preservice teachers employing this pedagogy will experience success with their Indigenous students and learn about Aboriginal communities, lifeways, and values. Mutual respect is engendered as long-perpetuated negative stereotypes of Native Americans are undone. Culturally relevant/responsive pedagogy can be tailored to specific populations by incorporating their own Aboriginal knowledge, languages, and practices into teaching praxis.
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Paul D. Bliese is currently the commander of the U.S. Army Medical Research Unit – Europe. He received his Ph.D. in Applied Social Psychology from Texas Tech University. His…
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Paul D. Bliese is currently the commander of the U.S. Army Medical Research Unit – Europe. He received his Ph.D. in Applied Social Psychology from Texas Tech University. His research interests include multilevel methodology, leadership, and occupational stress. He is a consulting editor for the Journal of Applied Psychology, and also serves on the editorial boards of Leadership Quarterly and Organizational Research Methods. His work has appeared in the Human Performance, Journal of Applied Psychology, Journal of Applied Social Psychology, Journal of Occupational Health Psychology, Journal of Organizational Behavior, and Organizational Research Methods.Kristina A. Bourne is a doctoral candidate in Organization Studies at the University of Massachusetts at Amherst, where she also obtained a M.B.A. and a Women’s Studies Graduate Certificate. Her academic interests include gender and organization as well as family-friendly policies and benefits. She is currently working on her dissertation in the area of women business owners, and on a collaborative research project focusing on part-time work arrangements.Gilad Chen is an Assistant Professor of Psychology at the Georgia Institute of Technology. He received his Ph.D. in Industrial-Organizational Psychology from George Mason University. His research focuses on work motivation, teams, and leadership, with particular interests in modeling motivation and performance in work team contexts and the examination of multilevel organizational phenomena. His work has appeared in the Academy of Management Journal, Human Performance, Journal of Applied Psychology, Journal of Organizational Behavior, and Organizational Research Methods.Jae Uk Chun is a doctoral student in Organizational Behavior in the School of Management at the State University of New York at Binghamton, where he is also research assistant of the Center for Leadership Studies. His major research interests include leadership, group dynamics and group decision-making, and multiple levels of analysis issues.Vinit M. Desai is a doctoral student and researcher in Organizational Behavior and Industrial Relations at the Walter A. Haas School of Business, University of California at Berkeley. His research interests include organizational learning, sensemaking, and error cognition in high reliability organizations.Shelley D. Dionne is an Assistant Professor of Organizational Behavior and Leadership in the School of Management at Binghamton University, and a fellow in the Center for Leadership Studies. She received her Ph.D. in Organizational Behavior from Binghamton University. Her research interests include leadership and creativity, levels of analysis issues, and team development and training.Daniel G. Gallagher (Ph.D. – University of Illinois), is the CSX Corporation Professor of Management at James Madison University in Harrisonburg, Virginia. He currently serves on the editorial boards of the Journal of Organizational Behavior, Journal of Management, and Industrial Relations (Berkeley). His current research interests include the multi-disciplinary study of contingent employment and other forms of work outside of the traditional employer – employee relationship.David A. Hofmann (Ph.D., The Pennsylvania State University) is currently Associate Professor of Management at the Kenan-Flagler Business School at the University of North Carolina at Chapel Hill. His research interests include safety issues in organizations, multi-level analysis, organizational climate/culture and leadership, content specific citizenship behavior, and the proliferation of errors in organizations. In 1992, he was awarded the Yoder-Heneman Personnel Research award by the Society for Human Resource Management. His research appears in a number of journals including the Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, Journal of Management, Organizational Behavior and Human Decision Process, and Personnel Psychology. He has also co-authored several book chapters, edited a book (Safety and Health in Organizations: A Multi-level Perspective), and presented papers/workshops at a number of professional conferences.James G. (Jerry) Hunt (Ph.D. University of Illinois at Urbana-Champaign) is the Paul Whitfield Horn Professor of Management, Trinity Company Professor in Leadership and Director of the Institute for Leadership Research at Texas Tech University. He is the former editor of the Journal of Management and current Senior Editor of The Leadership Quarterly. He founded and edited the eight volume leadership symposia series, and has authored or edited some 200 book and journal publications. His current research interests include processual approaches to leadership and organizational phenomena and the philosophy of the science of management.Kimberly S. Jaussi is an Assistant Professor of Organizational Behavior and Leadership in the School of Management at Binghamton University and a fellow in the Center for Leadership Studies. She received her doctorate from the Marshall School of Business at the University of Southern California. Her research interests include unconventional leader behavior, creativity and leadership, identity issues in diverse groups, and organizational commitment.Lisa M. Jones is a doctoral candidate in Organizational Behavior at the Kenan-Flagler Business School at the University of North Carolina at Chapel Hill. She received her B.A. from the University of California at Berkeley and her M.B.A. and M.A. from Brigham Young University. Her research interests include leadership, collective personality, and innovation implementation.Kyoungsu Kim is Associate Professor of Organization in the College of Business Administration, Chonnam National University. His major fields of interest are culture and leadership at multiple levels of analysis. His research focuses on charismatic leadership, organizational structure, roles, culture, and multiple levels of analysis.Barbara S. Lawrence is Professor of Human Resources and Organizational Behavior at the UCLA Anderson Graduate School of Management. She received her Ph.D. from the Sloan School of Management at MIT. Dr. Lawrence’s current research examines organizational reference groups, the evolution of organizational norms, internal labor markets and their effects on employees’ expectations and implicit work contracts, and the impact of population age change on occupations.Craig C. Lundberg is the Blanchard Professor of Human Resource Management at Cornell University’s School of Hotel Administration. He works with organizations facilitating organizational and personal development and publishes extensively (over 200 articles and chapters, five co-authored books). His current scholarship focuses on organizational change and culture, consultancy, alternative inquiry strategies, and sensemaking and emotions in work settings.Kenneth D. Mackenzie is the Edmund P. Learned Distinguished Professor in the School of Business at the University of Kansas. He is also the President of a pair of consulting companies which support and enrich his research. He is a Fellow of the American Association for the Advancement of Science. He serves on various editorial boards and has published numerous books and articles. He received a B.A. in Mathematics and a Ph.D. in Business Administration from the University of California at Berkeley. He has spent his career trying to overcome the handicap of “excessive theoretical education.”Peter Madsen is a doctoral student at the Walter A. Haas School of Business, University of California at Berkeley. His thesis work examines the processes by which organizations attempt to learn from past failures and the organizational actions and characteristics that facilitate such learning. His other interests include organizational reliability, strategic management, the work-life interface, and ethics.John E. Mathieu is the Northeast Utilities and Ackerman Scholar Professor of Management at the University of Connecticut. He received a Ph.D. in Industrial/Organizational Psychology from Old Dominion University in 1985. He has published over 50 articles and chapters on a variety of topics, mostly in the areas of micro- and meso-organizational behavior. He is a member of the Academy of Management, a Fellow of the Society of Industrial Organizational Psychology, and the American Psychological Association. His current research interests include models of training effectiveness, team and multi-team processes, and cross-level models of organizational behavior.Sara Ann McComb is an Assistant Professor of Operations Management at the University of Massachusetts at Amherst. She obtained her Ph.D. in Industrial Engineering at Purdue University. Her research interests include alternative work arrangements and project teams. Currently, she is examining mutually beneficial links between organizations and part-time workers, particularly in the service sector. She is also studying the way in which project teams share information, a project for which she was award the National Science Foundation’s CAREER Award.Jone L. Pearce is Professor of Organization and Strategy in the Graduate School of Management, University of California, Irvine. She conducts research on workplace interpersonal processes, such as trust, and how these processes may be affected by political structures, economic conditions and organizational policies and practices. Her work has appeared in over seventy scholarly articles and her most recent book is Organization and Management in the Embrace of Government (Erlbaum, 2001). She is a Fellow of the Academy of Management and served as the Academy’s President in 2002–2003.Amy E. Randel is an Assistant Professor and the Coca-Cola Fellow in the Calloway School of Business & Accountancy at Wake Forest University. She received her Ph.D. in Organizational Behavior from the Graduate School of Management at the University of California, Irvine. Her research interests include identity in organizations, diverse group dynamics, group efficacy, cross-cultural management, and social capital.Richard Reeves-Ellington is currently Professor Emeritus in the School of Management at Binghamton University and an Associate Dean at Excelsior College. He taught at the American University in Bulgaria and Sofia University in Bulgaria as a Fulbright Senior Scholar. His fields of interest revolve around cross-cultural aspects of global organization, marketing, and business strategy. He also served on the Fulbright Selection Committee for SE Europe, the Muskie Foundation for students from the CIS, and the Fulbright Senior Scholars Program. His initial 33-year career in the pharmaceutical industry included 19 years of living in Asia, Europe, and Latin America.Christine M. Riordan is a faculty member in the Department of Management and also the Director of the Institute for Leadership Advancement in the Terry College of Business at the University of Georgia. Chris’ current research, which includes the study of labor force and cross-cultural diversity, has been published in journals such as the Journal of Applied Psychology, Journal of Management, Organizational Research Methods, and Research in Personnel and Human Resource Management.Karlene H. Roberts is a Professor of Business Administration at the Walter A. Haas School of Business, University of California, Berkeley. She has been on the review boards of many major journals in her field. She is a fellow of the American Psychological Association, the American Psychological Society and the Academy of Management. Her current research interests are in the design and management of organizations in which errors can have catastrophic outcomes. In this area she explores cross-level issues.Denise M. Rousseau is the H. J. Heinz II Professor of Organizational Behavior and Public Policy at Carnegie Mellon University. An organizational psychologist, her research focuses on worker-employer relationships and multi-level processes in organizational change. She is editor-in-chief of the Journal of Organizational Behavior, and in 2003–2004, President of the Academy of Management.Melissa Woodard Barringer is an Associate Professor of Management at the University of Massachusetts at Amherst. She obtained her Ph.D. in Industrial and Labor Relations at Cornell University. Her research interests are in the areas of total compensation and alternative work arrangements. She is currently studying part-time work in the service industry, and contingent work in the accounting and academic professions.
Black Panther depicted a positive representation of Black culture. The film transcended Black minds to believe in power, excellence, and intelligence. Black youth posted images on…
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Black Panther depicted a positive representation of Black culture. The film transcended Black minds to believe in power, excellence, and intelligence. Black youth posted images on social media using the Wakanda pose as a symbol of pride. The film not only countered the stereotypical generalized ideologies of African culture, values, and customs, but it capsized false narratives by including the historical context of Black scientist with a female character. Articles summarizing depictions of Black Panther and its influence on Black youth assert that the character of Shuri and her perfection of the sciences contributed to pathways for young Black girls to join science, technology, engineering and mathematics (STEM) programs. Other factors contribute to the increase of Black girls in STEM programs, but the image of Shuri's character in a position of power of the sciences pinpoints representation as key to cerebral pictures and reflections of Black female excellence in the sciences. However, representation is minimal among Black male youth in STEM programs.
Although it is true that African American male youth have Black male representation in media through sports figures, rappers, and hip-hop artists, inquiring minds need to know that Black male representation in the sciences and mathematics is the formula to how young minds view themselves and their relation to the world. Accordingly, this underrepresentation of Black male youth in STEM programs leads to the big “what if” question. If LeBron James conducted a critical analysis using physics and mathematics to make a 3-point shot, then what is the likelihood that young Black males' interest in the STEM programs would increase?
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The substitution of an imitation of some kind for the article actually asked for or desired by the purchaser is a particularly mean form of deception which is practised nowadays…
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The substitution of an imitation of some kind for the article actually asked for or desired by the purchaser is a particularly mean form of deception which is practised nowadays to an almost incredible extent. It is astonishing and mournful that so many persons should be concerned in the deliberate initiation, fostering, and carrying on of so shameful a system, and that others are to be found who in speech and print seem willing to lend to it either their countenance or condonation. One must suppose that there exists a form of moral obliquity or distortion—at first accentuated and ultimately rendered incurable by the acquirement and contemplation of illegitimate gains—which makes the sufferer incapable of grasping the fact that the proceedings in question are utterly degrading and iniquitous. However this may be, the circumstances are such that a strong endeavour ought to be made to get the public to appreciate them, and to expose and, as far as may be possible, to punish those who are guilty, at any rate of the worst types of fraudulent dealing referred to. The Daily Mail and, in a lesser but important degree, the Daily News, have rendered excellent service by directing attention to the matter. The articles which have been published up to the present in these newspapers have been reprinted in pamphlet form under the title of “ The Fraud of the Label,” and a study of this brief but telling exposé may be strongly recommended to all and sundry. A most appropriate quotation from Sir WALTER SCOTT'S “Kenilworth ” appears on the title page: “ Some … plainly admitted they had never seen it; others denied that such a drug existed … and most of them attempted to satisfy their customer by producing some substitute … which, they maintained, possessed in a superior degree the self‐same qualities.”
It has often been said that a great part of the strength of Aslib lies in the fact that it brings together those whose experience has been gained in many widely differing fields…
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It has often been said that a great part of the strength of Aslib lies in the fact that it brings together those whose experience has been gained in many widely differing fields but who have a common interest in the means by which information may be collected and disseminated to the greatest advantage. Lists of its members have, therefore, a more than ordinary value since they present, in miniature, a cross‐section of institutions and individuals who share this special interest.
The term “medical” will be interpreted broadly to include both basic and clinical sciences, related health fields, and some “medical” elements of biology and chemistry. A…
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The term “medical” will be interpreted broadly to include both basic and clinical sciences, related health fields, and some “medical” elements of biology and chemistry. A reference book is here defined as any book that is likely to be consulted for factual information more frequently than it will be picked up and read through in sequential order. Medical reference books have a place in public, school, college, and other non‐medical libraries as well as in the wide variety of medical libraries. All of these libraries will be considered in this column. A basic starting collection of medical material for a public library is outlined and described in an article by William and Virginia Beatty that appeared in the May, 1974, issue of American Libraries.