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The purpose of this paper is to introduce a value improvement model (VIM) for repetitive processes applicable to any business where people and/or plant provide a service to support the overall business objective. Arguing competitive advantage can be realised through different amalgams of productive and strategic resources, the VIM introduced focuses on aligning resource bundles and influencing factors creating efficacious, efficient and effective processes by applying Lean thinking and Six Sigma tools and techniques more holistically.

The research methodology taken incorporated a case study approach complimented by the action research process of planning, observing and reflecting summarized as an action case study research design. The case study data examine the development of a management cycle of value improvement on an inter‐terminal shuttle transportation system within a busy international airport.

The VIM has been proven as a useful model for understanding the critical inputs and influencing factors for delivering sustainable improvements to repetitive processes in a service industry environment.

The research was completed in situ at a single business using a single case study example to develop and test the conceptual framework. The VIM would therefore benefit from being applied in both manufacturing and service industry environments to identify other potential environmental factors influencing the repetitive processes, increasing the usefulness to other potential users.

This research project has developed a visual and systematic framework that enables managers to understand, assess and improve repetitive processes within their businesses. The case study example presented in the paper show how this framework can be applied to the setting up of value improvement management cycles.

The purpose of this paper is to present an outline of research, and provide a range of ideas and strategies that an organisation can adopt to improve its performance, in both financial and non‐financial measures.

A Cranfield University research paper used the Investors in People (IIP) quality standard to link the engagement of people to the development of high‐performance organisations

The research shows that by implementing commitment based HR strategies creates long‐term and quality engagement of employees. Furthermore, such strategies impact positively on financial as well as non‐financial performance of organisations.

The Standard has been the subject of research since its inception. Much of the previous research found that the IIP Standard has a positive impact on business performance although the conclusions were not unanimous. In addition, the Standard is reviewed and revised every three to five years, so past findings cannot always be related to the current Standard

A total of 40,000 organisations use the Investors in People standard because it: is a useful framework for organisations undergoing significant or a rapid change and it is business improvement focused – whatever the business priorities.

The paper focuses on business improvement research and practice.

A previous attempt to implement the use of historical measures of asset management effectiveness – as part of a value improvement model (VIM) for repetitive processes – had not been 100 percent successful within an airport operational engineering environment. Taking into account the more holistic approach realised through applying a soft systems methodology (SSM), the purpose of this paper was to use the CATWOE (Customers, Actors, Transaction, World View, Owner and Environment) tool to gain an understanding of the root definition of the problem statement developing a conceptual model used to facilitate an improvement to the implementation process.

The research methodology taken incorporated an action research approach combining case study research with an action research process of planning, observing and reflecting summarized as taking an action case research design.

This research has developed a visual and systematic framework that enables managers to understand, analyse and improve value in their asset management repetitive processes. The CATWOE root definition tool has been used to create a conceptual model of the problem area providing a holistic view of the stakeholders and the internal and external environmental constraints that the VIM for asset management sits within.

The research was completed in‐situ at a single airport focused on a single group of assets managed by a single group of stakeholders. Future research should look to further develop the VIM and CATWOE approach in other asset management environments such as manufacturing as well as asset intensive service industries.

This research has taken a soft systems approach and successfully applied it to the implementation of hard systems measurements of asset management effectiveness within an airport operational engineering environment. Other managers with asset management responsibilities will find this approach useful in achieving their core objective to improve the effectiveness and efficiency of their assets and the teams employed to maintain them at minimal total cost.

The current paradigm for assessing overall equipment effectiveness (OEE) is challenged as being anachronistic to the needs of businesses that now require a more holistic indicator of plant and process effectiveness. The purpose of this paper is to introduce a new framework that expands the original OEE measure to inform business performance at multiple levels focusing on adding benchmarkable indicators of asset management effectiveness and process capability. The ability to compare internal performance against external competition and vice verse is argued as being a critical attribute of any performance measurement system.

The research methodology taken incorporated an action research approach using a pilot study combining case study research with an action research process of planning, observing and reflecting summarized as taking an action case research design.

The OEE and related literature is replete with many different enhancements to the original OEE framework. Many of the revised OEE frameworks move away from a standard OEE format taking away the opportunity to benchmark against plant and process performance at multiple levels.

The enhanced OEE framework is developed and tested in situ at a single factory manufacturing large batches of similar products. Future research should look to further develop the OEE framework in both continuous process environments and asset intensive service industry environments.

The enhanced OEE framework introduces a measure of Six Sigma process capability using extant data from the OEE framework. Similarly, indicators of plant reliability, maintainability and asset management effectiveness are calculated taking extant data from the OEE framework. This enhanced OEE framework combines measures of process effectiveness, asset management effectiveness, gross process performance, net process performance and Six Sigma process capability into a single lean Six Sigma key performance indicator of process/plant performance.

The purpose of this paper is to develop a useful framework for identifying a new lean waste classified as polarization. Complementing the extant lean conceptual framework, the authors argue there is a need to understand how resources are deployed and how these can be best aligned to maximise their value‐adding contributions. The purpose of this paper is therefore to identify a conceptual framework and a supporting practitioner approach for understanding and identifying instances of the non‐value adding polarization of resources.

A captious and taxonomic review of the lean conceptual literature is made and the link to the resource‐based view (RBV) of the firm is acknowledged. A conceptual framework is developed and adopting an action case study approach through practitioner intervention, a lean resource mapping framework is presented.

A useful mechanism is developed following a sequential processing mapping framework concluding with a “current state” lean resource matrix. Visualising how resources are aligned to functional needs to deliver customer‐based products, a “future state” lean resource matrix can then be developed to remove the non‐value adding activities of the resources employed.

The outcomes of this paper include a useful conceptual framework for understanding how resources are aligned to a business's processes, products and plant. Operationalising the conceptual framework, a useful practitioner approach to reducing resource waste and increasing value, is also presented.

Creating an engaging, inclusive, and supportive learning environment within higher education is challenging at the best of times. When considering refugees and learners who have been displaced from their home/region country due to war, this is paramount to enable continued learning. Team-based learning (TBL) is an active learning methodology whereby the learners take ownership of their learning and work within peer teams to deepen their learning through the application of knowledge. In the context of the above setting, TBL offers a number of key advantages over traditional didactic learning approaches to better support diverse student groups and aid learner integration. This chapter explores these advantages and details how TBL is not just a method of content delivery, but an approach which can bring about increased peer support (on campus and online), an increased sense of student belongingness and community, employability skills, and so on.

Forms a part of a larger project aimed at developing a framework of managerial competence applicable to top teams in small – to medium‐sized enterprises in Northern Ireland. Reports on an investigation into the development of a process of “translation”, whereby cross‐company competence frameworks could be transformed into company‐specific frame‐works. A systematic, ten‐step translation process emerged, involving drawing out reactions to, and checking understanding of the generalizable frameworks, modifying framework items through additions, deletions, aggregation, disaggregation, and changes to the small print; identifying priorities; drawing out examples from practice; distinguishing actual from ideal; introducing a time dimension; challenging underlying reasoning and implications; and finally, checking the fit of the adapted frameworks. The developed translation process maintained the integrity of the generalizable frameworks while enabling full account to be taken of specific company differences. The process also served as a means of identifying individual team, and organization development issues, and laid the ground for the introduction of competence‐based management development initiatives.

Some recent research lends support to the evolving idea that management is specific to the situation, so that neither the work nor development of managers can be considered without reference to many variables. Case studies of four organisations and interviews with more than fifty managers in the construction industry suggest that managers rely heavily on interpersonal, decisional and problem handling skills, which they consider are largely derived from their work experiences. Management development programmes may assist the learning of such skills but are unlikely to make their best contribution unless organisations acknowledge learning as a mainstream activity, giving more thought to their long range development strategies, evolving suitable ‘learning climates’ and encouraging their managers to take a greater measure of responsibility for their own development. On the basis of this research we concluded that the contribution of the management development practitioner should be more variable than has usually been the case. His role, like that of the manager, should be largely determined by the situation and he should be responsive to the particular needs of organisations and individual managers. The research supports the argument for greater emphasis on the relationship between managerial action and learning and suggests that the methods used should be more carefully selected to suit individual managers' learning styles and development objectives.

The aim of this analysis is to review the Indian manufacturing organizations practicing Lean Six Sigma (LSS) tools/techniques with an objective of monitoring the performance of an organization and to develop recommendation for strategies to benchmark organizational operational efficiency.

This study offers insights of the LSS performance measurement aspects of the Indian manufacturing organizations based on Data envelopment analysis (DEA) approach. The five inputs and two outputs are considered on the basis of literature review and discussed with the practitioners.

In this analysis, the relative efficiency score of 18 Indian manufacturing organizations has been determined in order to assist evaluation of the impact of monetary investment on the outputs. The present analysis not only investigates the optimum level of input variables but also lays down a significant observation that an organization having higher profit and inventory turnover ratio is not necessarily an efficient organization.

The results assist to determine the best practice units, potential source of inefficiency and deliver beneficial data for the consistent enhancement of the operational efficiency. The DEA results assist managers and decision makers to derive appropriate strategies to enhance their performance with reference to the efficient organization and to regard it as their role model.

This analysis renders a DEA based framework of LSS practicing Indian manufacturing organizations. The framework is unique in terms of its input-outputs variable selection and measurement procedure.