Competitive advantage as it existed in the 1970s and 1980s is no longer valid. Leaders must be ready to adopt the thinking that there is no such thing as long-term competitive advantage anymore, due ...to the constantly changing landscape, and they will have to repeatedly redefine and redesign business strategies to survive. ISO 9004:2018 represents a major contribution in the application of sound business and quality management systems practices, but authors Jarvis and Palmes will help you "go beyond" it with the current widely used state-of-the-art technologies and practices described in this book. They have spent years evaluating where mature and successful organizations are heading, whether they are small or large, and are among the group of experts who developed ISO 9004:2018. Topics covered include disruptive technologies, culture for sustained success, organizational identity, leadership, process management, and more.
Abstract Service quality is commonly measured with instruments that use the Likert scale, which corresponds to a qualitative variable (ordinal or nominal) that in turn is associated with a ...quantitative one (discrete or continuous). This approximation allows performing operations and comparisons but has generated controversy over statistical management and data interpretation. Nevertheless, an analysis based only on the nominal scale -leaving aside the typical numerical one- may be performed. This study proposes measuring and comparing service quality in a hotel using two different assessment scales: numerical interval and nominal. The perception of hotel service quality was measured during three holiday seasons and contrasted using non-parametric hypothesis tests to observe significant changes when it was valued with a numerical interval and nominal scale. The results show that service quality among holiday seasons contrasts according to the type of stopover. The nominal scale revealed information that the numerical interval could not show, providing some advantages for service quality assessment.
Abstract To face an economic crisis, organizations implement recessive actions such as reducing wages or personnel, affecting employee´s satisfaction and the organization's performance. Under this ...premise, the objective of this research is to present what exists in the literature on the impact of economic crises in job satisfaction. Several researchs indicate that job satisfaction is a key factor in employee retention and engagement; therefore, knowing the factors that influence this, will allow the design of strategies to increase this perception in situations of economic instability. Through a systematic review, consisting of in-depth reading of 36 articles, it is concluded that job satisfaction, in general, is not significantly affected by a period of economic crisis; however, there are certain aspects such as salary, job environments, types of contracts, cultural and gender differences that do influence this perception. The results of this research can become useful tools for companies as an aid to face the adverse effects of an economic crisis more efficiently, by retaining suitable employees to achieve operational continuity of the organization.
Scholars have shown that green human resource management (GHRM) practices enhance a firm's environmental performance. However, existing studies fail to explain how GHRM initiatives can enable a green ...organisational culture or how such a culture affects the environmental performance and sustainable development of the firm. This paper examines the relationship between GHRM practices, the enablers of green organisational culture, and a firm's environmental performance. We conduct a large‐scale survey of 204 employees at Chinese manufacturing firms. Our findings suggest that proenvironmental HRM practices including hiring, training, appraisal, and incentivisation support the development of the enablers of green organisational culture. We suggest the key enablers of green organisational culture include leadership emphasis, message credibility, peer involvement, and employee empowerment. Our paper contributes to HRM theory in terms of originality and utility of research by explaining that the enablers of green organisational culture positively mediate the relationship between GHRM practices and environmental performance. Managers are provided with a detailed understanding of the GHRM practices needed to enable an organisational culture of environmentally aware employees. Finally, we address potential implications of this work for teaching green organisational culture to future generations of responsible managers.
The Future of HR Sætersdal, Helene; Johannessen, Jon-Arild
2019, 2019-08-26
eBook
HR departments are in transition. From 1980 to today, HR management has shifted into a strategic function of the company, and digitalisation is at the centre of the modern workplace. For people to ...keep up with technology, HR management must evolve to embrace these changes.
The future of water in african cities Jacobsen, Michael; Webster, Michael; Vairavamoorthy, Kalanithy
2012., 2012, 10-04-2012, 2013, 2014-05-14, 20130101
eBook, Book
Open access
The objective of this study is to assist public authorities to identify and address the future challenges of urban water supply, sanitation, and flood management in cities. In order to do that, this ...report uses the conceptual framework of Integrated Urban Water Management (IUWM) as a holistic set of planning and management tools incorporating all components of the urban water cycle to help develop efficient and flexible urban water systems in the future.The future of water in African cities: why waste water? argues that a new approach to urban water management is needed in Africa. Due to their rapid urbanization, cities in Sub-Saharan Africa will face increasing challenges in order to provide water supply to the growing population. Future water supply for cities will also depend on the potential to sustain water resources of good quality in the river basin and to manage competing uses within the watershed. The complexity of these challenges coupled with future uncertainty due to climate change will require a more sustainable, integrated and adaptive water management approach.Reviewing a series of case studies in Uganda, Kenya and Cameroon, and having conducted a diagnostic of 31 cities in Sub-Saharan Africa, this report suggests that the challenges faced by cities in Africa cannot be solved by the traditional approach of one source, one system, and one discharge. The 4 cases studies of this report illustrate the combination of existing technology and surface water with new sources (e.g. groundwater and greywater recycling) within the river basin that will increase water security for cities. In some cases, planning decentralized and modular solutions will bring more flexibility and adaptation to expanding cities.The future of water in African cities: why waste water? is aimed at urban planners, water managers, policy makers, development agencies
and stakeholders interested in innovative solutions to urban water management challenges. IUWM will help policymakers in African cities consider a wider range of solutions, understand waters interaction with other sectors, and secure resilience under a range of future conditions.
Academics worldwide need empirically developed, concise ideas to make their cross-cultural teams and organizations productive. This invaluable reference tool provides an essential resource for ...academics to develop their understanding and professional practice in working across cultural boundaries. It considers the fundamental theories and frameworks of cross-cultural management and deepens our understanding of how they can be applied to management knowledge. Managers, researchers, students, HRM practitioners, and specialists in international business and cross-cultural affairs, will find this book a valuable reference source. Chapters suggest how frameworks can be further developed and how managers and employees can put them to use so as to build cross-cultural understanding and productive cross-functional teams.
Contents: Introduction; Cross-cultural foundations: traditions for managing in a global world, Dean Tjosvold and Kwok Leung; Forty-five years of researching the culture and behavior link, Harry C. Triandis; The universal and the specific in the 21st century management, Geert Hofstede; Cross-cultural social psychology and the real world of culturally diverse teams and dyads, Michael Harris Bond; Meeting the challenge of cultural difference, Peter B. Smith; Using emics and etics in cross-cultural organizational studies: universal and local, tacit and explicit, Mark F. Peterson and S. Antonio Ruiz Quintanilla; Human resource management in a global world: the contingency framework extended, Rosalie L. Tung and David C. Thomas; Cultural diversity in cross-border alliances, Susan E. Jackson and Randall S. Schuler; Knowledge in cross-cultural management in the era of globalization: where do we go from here?, Rabi S. Bhagat, B. Ram Baliga, Karen South Moustafa and Balaji Krishnan; Index.
Dean Tjosvold is Chair Professor of Management in the Department of Management at Lingnan University, Hong Kong, China. Dr Kwok Leung works within the Department of Management at the City University of Hong Kong.
This book focuses on critical success factors for professional service firms, offering a compendium of core management principles. Covers the management of service quality, knowledge and marketing as ...well as the management of people, organization and strategy.
We investigate the effect of corporate sustainability on organizational processes and performance. Using a matched sample of 180 U.S. companies, we find that corporations that voluntarily adopted ...sustainability policies by 1993—termed as
high sustainability
companies—exhibit by 2009 distinct organizational processes compared to a matched sample of companies that adopted almost none of these policies—termed as
low sustainability
companies. The boards of directors of high sustainability companies are more likely to be formally responsible for sustainability, and top executive compensation incentives are more likely to be a function of sustainability metrics. High sustainability companies are more likely to have established processes for stakeholder engagement, to be more long-term oriented, and to exhibit higher measurement and disclosure of nonfinancial information. Finally, high sustainability companies significantly outperform their counterparts over the long term, both in terms of stock market and accounting performance.
This paper was accepted by Bruno Cassiman, business strategy.
The resource-based view (RBV) is one of the most widely accepted theories of strategic management. However, to date no systematic assessment of the RBV's level of empirical support has been ...conducted. In response, a sample of RBV-grounded empirical articles was analyzed from which it was found that the RBV has received only modest support overall and that this support varies considerably with the independent variable and theoretical approach employed. It is therefore suggested that scholars avoid the tendency to test models reflecting early incarnations of the RBV and instead test those that incorporate its more contemporary theoretical extensions.
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