The ebook edition of this title is Open Access and freely available to read online. Smart industry requires better management. As industrial and production systems are future-proofed, becoming smart ...and interconnected through use of new manufacturing and product technologies, work is advancing on improving product needs, volume, timing, resource efficiency, and cost, optimally using supply chains. Presenting innovative, evidence-based, and cutting-edge case studies, with new conceptualizations and viewpoints on management, Smart Industry, Better Management explores concepts in product systems, use of cyber physical systems, digitization, interconnectivity, and new manufacturing and product technologies. Contributions to this volume highlight the high degree of flexibility in people management, production, including product needs, volume, timing, resource efficiency and cost in being able to finely adjust to customer needs and make full use of supply chains for value creation. Smart Industry, Better Management illustrates how industry can enabled by a more network-centric approach, making use of the value of information and the latest available proven manufacturing techniques.
The aim of this study was to analyze Human Resource Professionals' reflections on the prevention of and intervention in workplace bullying across different countries. More specifically, the study ...sought to identify what actions were, in the experience of human resource professionals, best to prevent and intervene in bullying and uncover organizations' motives for engaging in such work. The study was conducted through semi-structured interviews (n = 214) in 14 different countries/regions, representing all continents and all GLOBE cultural clusters. Qualitative content analysis was performed to analyze the material. The findings indicate that bullying was largely conceptualized as a productivity and cost issue, and that was largely driving efforts to counter bullying. Training and policies were highlighted as preferred means to prevent bullying across countries. In contrast, there were large national differences in terms of preferences for either disciplinary or reconciliatory approaches to intervene in bullying. This study advances our understanding of what human resource professionals consider preferred ways of managing workplace bullying, and adds to our understanding of cross-national differences and similarities in views of this phenomenon. As such, the results are of relevance to both practitioners and scholars.
Purpose
The purpose of this paper is to know the implications that COVID-19 has presented in the workplace to develop research strategies related to issues of human and organizational behavior on the ...business perspective.
Design/methodology/approach
Quantitative, exploratory based on primary and secondary sources, an online questionnaire was designed and applied with 33 items that was applied in the Mexican work environment, during the period from March 7 to 16, that is, in the same week as WHO made the pandemic declaration for COVID-19, obtaining a total of 332 responses.
Findings
With the descriptive analyzes carried out, it was possible to know the perception that people have of various aspects related to COVID-19, and subsequently the corresponding reliability tests were carried out, obtaining Cronbach’s alpha indexes greater than 0.8. At the beginning of the declaration of pandemic by COVID-19, a relationship was shown between stress and the aspects related to the arrival of COVID-19, showing evidence of its impact on the workforce.
Research limitations/implications
This work has contributed ideas for academics, managers and areas of human resources that can promote the growth and development of people with the aim of achieving comprehensive well-being in the workplace, generating better working conditions owing to the proposal to make remote work a successful strategy in the function of human resources in the workplace and in the improvement of society in general.
Originality/value
This research, in addition to being carried out with information obtained in the first weeks of March 2020, presents a model with ideas and themes to design future research projects and to analyze the post-COVID-19 effects in the workplace, with a business perspective, human behavior and organization.
Objetivo
Conocer las implicaciones que tiene el COVID-19 en el entorno laboral para desarrollar estrategias de investigación relacionadas con temas de comportamiento humano y organizacional en la perspectiva empresarial.
Diseño/Metodología
De tipo cuantitativa, exploratoria basada en fuentes primarias y secundarias, se diseñó y aplicó un cuestionario en línea con 33 ítems que fue aplicado en el entorno laboral mexicano, durante el período del 7 al 16 de marzo, es decir, en la misma semana que la OMS hizo la declaración de pandemia por el COVID-19, obteniendo un total de 332 respuestas.
Resultados/Hallazgos
Con los análisis descriptivos realizados se pudo conocer la percepción que tienen las personas sobre diversos aspectos relacionados con el COVID-19, posteriormente se realizaron las pruebas de confiabilidad correspondientes, obteniendo índices alfa cronbach mayores de 0.8. Al inicio de la declaración de la pandemia de COVID-19, se demostró una relación entre el estrés y varios aspectos relacionados con la llegada del COVID-19, evidenciando su impacto en los trabajadores.
Implicaciones
El desarrollo de esta investigación aporta ideas para los académicos, responsables de las empresas y en particular de las áreas de recursos humanos para que puedan fomentar el crecimiento y el desarrollo de las personas con la finalidad de lograr bienestar integral en su lugar de trabajo, generando mejores condiciones laborales debido a la propuesta de lograr que el trabajo a distancia sea una estrategia exitosa en la función de recursos humanos, en el ámbito laboral y en el mejoramiento de la sociedad en general.
Originalidad/valor
Esta investigación además de que se realiza con información obtenida en las primeras semanas del mes de marzo de 2020, presenta un modelo con ideas y temas para diseñar futuros proyectos de investigación y poder analizar los efectos post COVID en el entorno laboral, con una perspectiva empresarial, de comportamiento humano y organizacional.
Objetivo
Conhecer as implicações do COVID-19 no local de trabalho para desenvolver estratégias de pesquisa relacionadas a questões do comportamento humano e organizacional desde uma perspectiva de negócios.
Desenho/Metodologia
Quantitativo, exploratório, e baseado em fontes primárias e secundárias. Um questionário online com 33 itens foi elaborado e aplicado no ambiente de trabalho mexicano, durante o período de 7 a 16 de março, ou seja, na mesma semana em que a OMS fez a declaração da pandemia de COVID-19, obtendo um total de 332 respostas.
Resultados
Com as análises descritivas realizadas, foi possível conhecer a percepção que as pessoas têm sobre diversos aspectos relacionados ao COVID-19. Posteriormente foram realizados os correspondentes testes de confiabilidade, obtendo-se índices alfa de Cronbach superiores a 0,8. No início da declaração da pandemia do COVID-19, havia uma relação entre o estresse e vários aspectos relacionados à chegada do COVID-19, evidenciando seu impacto nos trabalhadores.
Implicações
O desenvolvimento desta pesquisa fornece ideias para acadêmicos, gestores e áreas de recursos humanos promovendo o crescimento e desenvolvimento de pessoas. O objetivo é alcançar o bem-estar integral no local de trabalho, gerando melhores condições de trabalho através do trabalho remoto como estratégia de sucesso na função de recursos humanos, no local de trabalho e na melhoria da sociedade em geral.
Originalidade/valor
Esta pesquisa, além de ser realizada com informações obtidas nas primeiras semanas de março de 2020, apresenta um modelo com ideias e tópicos para desenhar futuros projetos de pesquisa e poder analisar os efeitos pós-COVID no ambiente de trabalho com uma perspectiva empresarial, humana e organizacional.
This edited collection of case studies from around the globe, seeks to shed light on existing practicesdisseminating the value of diversity, whilst opening the road toward a wider perspective on its ...definitions. The contributors provide a critical reflection of the current discourse on different types of diversity around the world.
This book enhances our understanding as to how diversity and equality are managed in different national contexts. Focusing on workplace equality, diversity, and inclusion, this book brings together a ...unique blend of scholarly research and professional practice, evidenced through an array of individuals both outside and inside organizations.
Social media are changing the way businesses interact in technology-mediated ways with most of their stakeholders. Strategically-minded manager s, researchers and students cannot afford to ignore the ...new ways in which interactions with customers, employees, shareholders, and many other important constituents are taking place as a result of the widespread availability and creative use of these new technologies. Conventional wisdom is being challenged and virtual workspaces that had never been conceptualized are opening at blistering speed. This volume in the Advanced Series in Management series bridges empirical and theoretical approaches to identifying and demystify this set of emerging, exciting new family of user-gene rated content technologies. With contributions from and about a wide diverse range of countries, from emerging to established, researchers and informed practitioners will find intriguing, diverse perspectives on how the social media revolution challenging managers and management scholars. Involving disciplines as different as management, communications, information technology, personnel, finance and others, contributions in this boo k will be cited in future research projects or used in classrooms and other training settings by those more likely stay in the leading edge of this family of innovative tools.
Social media have radically shifted the way people relate with each other and with organizations in technology-mediated ways; few areas are being impacted more strongly than Human Resources or ...Personnel Management. Attraction of candidates, internal communication with employees, communication with and among people; creation, design, testing and promotion of new services, new ways of organizing are appearing and changing the landscape at record speeds. This volume in the Advanced Series in Management utilizes empirical and theoretical approaches to shed light on this exciting set of emerging, stimulating new uses of technology that stretch creativity beyond conventional limits.
Purpose - The purpose of this paper is to evaluate the diffusion patterns of eight information technologies that are transforming HR service-delivery in North America and Europe: HR functional ...applications, integrated HR suites, IVR systems, HR intranets, employee and manager self-service applications, HR extranets, and HR portals. Little is known about the diffusion process for these innovations within or across countries despite mounting professional and academic interest in their proliferation.Design methodology approach - The paper shows that external-, internal-, and mixed-influence models were applied to the HRIT-adoption decisions of a cross-sectional sample of US, Canadian, UK and Irish firms. Parameter estimation was guided by nonlinear regression procedures with starting values for p and q set at levels similar to those reported in prior IT-diffusion studies. Senior HR executives provided the underlying data by means of a dynamically branching, web-based survey.Findings - The paper finds that overall diffusion was best characterized as an outgrowth of internal influences, fueled primarily by contacts among members in the social system of potential adopters. Similar results were obtained when controls were introduced for national setting, targeted end-user, and technology type.Research limitations implications - The paper shows that future investigations would benefit from higher response rates outside of North America and the utilization of smaller time intervals to identify when each application was acquired.Practical implications - In the paper the modest correlation between the number of acquired ITs and HR-transaction automation supports the general call for more formalized HR-technology strategies at the firm-level to coordinate purchasing and implementation decisions.Originality value - In addition to reviewing the extant literature on HR information systems, this paper presents the first empirical study of the diffusion process for HR software applications within and across countries.
This volume places Social Innovation between Human Resource Management (HRM) and Technology. There is a growing acceptance of the theory that HRM is strategically important for social innovation ...within organizations. To meet the requirements of globalization, diversity, "war for talent", and fast technological developments, HRM should allow a greater amount of flexibility and innovation in their policies and practices. In order for this to happen, however, HRM needs to be modernised by replacing inefficient and unsustainable HR practices and forms with flexible, sound, and pioneering ones, crossing inter and intraorganizational boundaries. Built within the Social Innovation research tradition, this volume views innovation of HRM from two ends of one continuum: At one end, HR practices and policies should be designed to support innovative organizational members, the creation of new ideas, an innovative organizational climate, and enlargement of the innovation capacity of organizations. At the other end, the HRM function evolves through applying new structures and new channels for delivery of the HR practices, and through involving new agents in the management of Human Resources.
This paper is the first to explore the impact of culture on the acceptability of workplace bullying and to do so across a wide range of countries. Physically intimidating bullying is less acceptable ...than work related bullying both within groups of similar cultures and globally. Cultures with high performance orientation find bullying to be more acceptable while those with high future orientation find bullying to be less acceptable. A high humane orientation is associated with finding work related bullying to be less acceptable. Confucian Asia finds work-related bullying to be more acceptable than the Anglo, Latin America, and Sub-Saharan Africa country clusters and finds physically intimidating bullying to be more acceptable than the Anglo and Latin America country clusters. The differences in the acceptability of bullying with respect to these cultures are partially explained in terms of cultural dimensions.
► Confucian Asia finds bullying to be more acceptable than other regions. ► Performance orientation leads to greater acceptance of bullying. ► Future Orientation and Humane Orientation lead to less acceptance of bullying.
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