T. Gabriel, J. Bicheno and J.E. Galletly
The implementation of Just‐in‐Time (JIT)techniques is an important issue for management.The wide range of activities making up JIT hasposed real problems for its implementation…
Abstract
The implementation of Just‐in‐Time (JIT) techniques is an important issue for management. The wide range of activities making up JIT has posed real problems for its implementation. This fact motivated the development of a PC‐based software package which simulates JIT manufacturing. The package serves as an important educational training aid which may be used to illustrate various JIT principles, and as a valuable pedagogic tool for management. The simulation (or game) is interactive so that the user may make a sequence of decisions and then view the effect of these on a simulated production line. Extensive use is made of the colour graphics facilities of the PC for visual displays. The software is based on an existing manual version of the game.
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Mark H. Jordan and T.J. Gabriel
The purpose of this paper, drawing on the authors' experiences in leadership positions, is to suggest the importance of having a written core leadership philosophy that transmits…
Abstract
Purpose
The purpose of this paper, drawing on the authors' experiences in leadership positions, is to suggest the importance of having a written core leadership philosophy that transmits who you are loudly and clearly and permeates everything you do. It also aims to offer suggestions for consideration for the practitioner.
Design/methodology/approach
The paper summarizes the importance of having a core leadership philosophy, coupled with guidelines on development and refinement.
Findings
The insights provided through this manuscript should encourage individuals, particularly managers, to develop a core leadership philosophy.
Practical implications
Leadership is a quality highly coveted by individuals, groups and organizations. The philosophy that serves as a foundation for the actions of leaders is of paramount importance. This core philosophy, as the foundation, is examined in this article with guidelines provided to help practitioners develop a personal core leadership philosophy.
Originality/value
This article makes a unique contribution to the literature by providing an intentional process for developing a core leadership philosophy.
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Mark H. Jordan, T.J. Gabriel, Russell Teasley, Wendy J. Walker and Mike Schraeder
The purpose of this paper is to examine an initial set of characteristics and traits that may reduce officer recruitment turnover by increasing a cadet’s decision to contract vs…
Abstract
Purpose
The purpose of this paper is to examine an initial set of characteristics and traits that may reduce officer recruitment turnover by increasing a cadet’s decision to contract vs those that do not contract (contracting represents a written commitment to commission into an US Armed Services Organization after graduation). This paper is the first of a larger, long-term project. The factors of particular interest in this initial study are generalized self-efficacy, grit, and perceived organizational support (POS).
Design/methodology/approach
Computer-based surveys containing variables of interest were administered to a random sample of freshmen, sophomore, junior, and senior cadets over a period of three years. Data for 517 cadets responding to the survey were analyzed using logistical regression to test hypotheses examining whether or not self-efficacy, grit, and POS were positively related to cadets’ decisions to contract.
Findings
Logistical regression results indicated that self-efficacy and grit were not significantly related to contracting decisions. However, cadets’ decisions to contract were significantly related to POS.
Research limitations/implications
A significant limitation of this study is the fact that data were collected using a self-report, single survey methodology. However, there were no patterns of significant correlations between self-report variables that seemed to indicate that this was a major issue in the current study. The primary implication of this study is that cadets’ perceptions of support (i.e. POS) provided by the organization do seem to influence their decisions to contract, with this influence being particularly notable in their freshmen year.
Originality/value
The current study represents a unique context where individuals are making decisions to commit to an organization for a minimum of four years after graduation. Further, the commitment is being made to a military organization. The initial findings of this analysis provided the organization in this study with keen insight regarding possible factors to address or be aware of in relation to cadets’ decisions to contract. This approach and these findings can be extended to other organizations in understanding factors impacting decisions related to long-term commitments of individuals.
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Stéphane Côté, Christopher T.H. Miners and Sue Moon
In organizations, it is common to talk about how wisely people manage their emotions. Even so, it is often not obvious whether a particular act of emotion regulation is wise or…
Abstract
In organizations, it is common to talk about how wisely people manage their emotions. Even so, it is often not obvious whether a particular act of emotion regulation is wise or unwise and, to date, research has provided little guidance to judge the wisdom of emotion regulation efforts. We develop a model that construes wise emotion regulation as a process that involves: (a) setting an effective emotion regulation goal, (b) choosing an appropriate strategy to achieve that goal, (c) implementing that strategy effectively, and (d) adapting emotion regulation over time. We also develop propositions linking emotional intelligence to wise emotion regulation. Finally, we discuss the implications of our model and propositions for research and practice.
Narpat Ram Sangwa and Kuldip Singh Sangwan
This paper proposes an integrated value stream mapping (VSM) for a complex assembly line to improve the leanness of a complex automotive component manufacturing organization.
Abstract
Purpose
This paper proposes an integrated value stream mapping (VSM) for a complex assembly line to improve the leanness of a complex automotive component manufacturing organization.
Design/methodology/approach
This study depicts the application of VSM at the case organization, where top management is concerned about the challenges of higher cycle time and lower productivity. Gemba walks were conducted to establish the concept of “walk the flow, create the flow” along the assembly line. The multi-hierarchical cross-functional team developed the current value stream map to know the “as-is” state. Then, the team analysed the current VSM and proposed the future VSM for the “to-be” state.
Findings
The integrated VSM shows different processes and work cells, various wastes, non-value-added activities, cycle time, uptime and the material and information flows for both products of the assembly line on the same map. The integrated VSM reduced cycle time, non-value-added activities, work in process inventory and improved line efficiency and production per labour hour for both the products, simultaneously.
Research limitations/implications
The limitation of the study is that the study focussed only on the application of VSM for one complex assembly only. Future research may be conducted using the developed integrated VSM approach in other complex production environments.
Practical implications
Managers can identify and reduce system waste by incorporating the concept of integrated VSM in a complex production or assembly environment where two or more products are being manufactured/assembled with low similarity.
Originality/value
The application of VSM for assembly lines is highly challenging because of merging flows, a large number of child parts in the lines and assembly of more than one product on the same line.
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Bernardo Villarreal, Jose Arturo Garza-Reyes and Vikas Kumar
The improvement of routing operations performance has been of great concern for organisations. This has led to the development of alternative lean-based methods, however the…
Abstract
Purpose
The improvement of routing operations performance has been of great concern for organisations. This has led to the development of alternative lean-based methods, however the literature research on the applications of lean thinking in the transportation sector is still considered rather limited. The purpose of this paper is to present a lean thinking and simulation-based approach to improve the efficiency of warehousing and routing operations.
Design/methodology/approach
The paper reviews the existing literature in the area of lean transportation and then presents and applies a novel approach to improve the vehicle routing operations of a Mexican firm. The proposed approach suggests the classification of wastes into those relevant to transport operations, their identification through a transportation value stream mapping study, and the use of the transportation overall vehicle effectiveness (TOVE) index for the measure of the overall performance of the transport operations.
Findings
The results obtained from the case study indicate that the proposed approach is an effective alternative for the improvement of vehicle routing operations as the number of routes decreased from 30 to 22 and the distance travelled by 32 per cent. Similarly, the average number of clients served by each route increased by 23 per cent as well as the TOVE index increased from 6.9 to 19.3 per cent. The TOVE component measures of vehicle performance and operating availability efficiencies also increased significantly while quality issues, in the form of number of customers not served per route, were reduced from six to zero.
Originality/value
The improvement of routing operations performance has been traditionally addressed through operations research and mathematical modelling approaches. This paper presents an alternative and novel lean thinking and simulation-based approach to improve the efficiency of routing operations.
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This chapter examines how emotional intelligence may influence the performance of groups. I first address relevant issues concerning emotional intelligence at the individual level…
Abstract
This chapter examines how emotional intelligence may influence the performance of groups. I first address relevant issues concerning emotional intelligence at the individual level of analysis. I then describe the range of composition models by which group emotional intelligence constructs can be created, from the emotional intelligence of the members of the group, articulate mechanisms by which each construct may be related to performance, and use Steiner's (1972) typology of group tasks to identify when each construct may best predict performance. I also use the mechanisms of multiplication and compensation to consider how group emotional intelligence may combine with other group constructs to predict performance. I end this chapter with a discussion of research implications.
Jos Akkermans and Stella Kubasch
Virtually all contemporary scientific papers studying careers emphasize its changing nature. Indeed, careers have been changing during recent decades, for example becoming more…
Abstract
Purpose
Virtually all contemporary scientific papers studying careers emphasize its changing nature. Indeed, careers have been changing during recent decades, for example becoming more complex and unpredictable. Furthermore, hallmarks of the new career – such as individual agency – are clearly increasing in importance in today’s labor market. This led the authors to ask the question of whether these changes are actually visible in the topics that career scholars research. In other words, the purpose of this paper is to discover the trending topics in careers.
Design/methodology/approach
To achieve this goal, the authors analyzed all published papers from four core career journals (i.e. Career Development International, Career Development Quarterly, Journal of Career Assessment, and Journal of Career Development) between 2012 and 2016. Using a five-step procedure involving three researchers, the authors formulated the 16 most trending topics.
Findings
Some traditional career topics are still quite popular today (e.g. career success as the #1 trending topic), whereas other topics have emerged during recent years (e.g. employability as the #3 trending topic). In addition, some topics that are closely related to career research – such as unemployment and job search – surprisingly turned out not to be a trending topic.
Originality/value
In reviewing all published papers in CDI, CDQ, JCA, and JCD between 2012 and 2016, the authors provide a unique overview of currently trending topics, and the authors compare this to the overall discourse on careers. In addition, the authors formulate key questions for future research.
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Allison S. Gabriel, David F. Arena, Charles Calderwood, Joanna Tochman Campbell, Nitya Chawla, Emily S. Corwin, Maira E. Ezerins, Kristen P. Jones, Anthony C. Klotz, Jeffrey D. Larson, Angelica Leigh, Rebecca L. MacGowan, Christina M. Moran, Devalina Nag, Kristie M. Rogers, Christopher C. Rosen, Katina B. Sawyer, Kristen M. Shockley, Lauren S. Simon and Kate P. Zipay
Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being…
Abstract
Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.