Department upkeep and shrinkage control

2014 ◽  
Vol 42 (8) ◽  
pp. 733-758 ◽  
Author(s):  
Florent Saucède ◽  
Hervé Fenneteau ◽  
Jean-Marie Codron
Keyword(s):  
Product Quality ◽  
High Performance ◽  
Management Practices ◽  
Content Type ◽  
Inductive Modelling ◽  
Managerial Implications ◽  
Multiple Case ◽  
Fresh Products ◽  
Two Parameters ◽  
Intermediate Variables

Purpose – The strategic nature of the fresh fruit and vegetables (FFV) department for supermarkets and hypermarkets is unquestioned. Yet both practitioners and researchers have difficulty optimizing its performance. The purpose of this paper is to identify the key specific drivers of the performance of FFV departments with a special attention being paid to the deterioration of product quality. Design/methodology/approach – The authors used a two-step inductive modelling process relying on interviews with experts from within the sector and a multiple case study of four FFV departments belonging to a French retail brand. Findings – After highlighting that the deterioration of product quality on the shelves is a key particularity of FFV departments, the authors identify department upkeep and shrinkage control as key intermediate variables impacting the performance of FFV departments and show how these two parameters can be controlled using three main actionable levers: marketing, in-store logistics and procurement. Research limitations/implications – The discussion of managerial implications sheds light on other phenomena requiring further investigation: team management practices, the buying role of the department manager and tailored criteria for assessing performance. Practical implications – The research shows managers that optimizing department upkeep allows turnover to be generated which exceeds the sector average without impeding the productivity of the department. The authors stress that it is imperative to control shrinkage in order to meet margin performance objectives. Originality/value – This research is a step forward because it takes account of the elements distinguishing FFV from other fresh products to highlight the factors underlying high performance levels.

Transformational leadership and employee creativity

2015 ◽  
Vol 53 (5) ◽  
pp. 894-910 ◽  
Author(s):  
Swati Mittal ◽  
Rajib Lochan Dhar
Keyword(s):  
Transformational Leadership ◽  
Knowledge Sharing ◽  
Leadership Style ◽  
High Performance ◽  
Hierarchical Regression ◽  
Medium Size ◽  
Employee Creativity ◽  
Content Type ◽  
Managerial Implications ◽  
Transformational Leadership Style

Purpose – Among the different styles of leadership, transformational leadership has gained most attention from organisational researchers and academics. Although transformational leadership and its work-associated outcomes have been examined in previous literature, only a small number of studies highlighted the role of transformational leadership style in fostering employee creativity, mediated through their creative self-efficacy (CSE) in the context of Indian organisations. The purpose of this paper is to observe the effect of transformational leadership on employee creativity in small and medium sized IT companies, where CSE is proposed as a mediator and knowledge sharing as a moderator through which a transformational leader tends to influence the creativity of the employees. Design/methodology/approach – Data were gathered from 348 manager-employee dyads of small and medium size IT companies operating in India. They replied to questions about their leader’s transformational leadership style, employee CSE, knowledge sharing and creativity. Findings – Findings of the present study, derived from a hierarchical regression analysis, using the data of 348 manager-employee dyads from Indian IT SMEs professionals, revealed that CSE mediates the relation between transformational leadership and employee creativity. In addition, knowledge sharing acts as a moderator for CSE and employee creativity. Research limitations/implications – A sample size is one probable limitation of the study. Another limitation of the study is that factors used for the survey were self-reported by the respondents. Self-reporting may not always produce reliable and accurate response. Practical implications – Based on the results, this study presents strong theoretical and managerial implications that can be used by IT organisations to evaluate the consequence of transformational leadership on employee creativity. Through transformational leadership style, leader can develop CSE and employee creativity to do things in a better way and develop knowledge sharing in employees for high performance. Therefore, the IT industry need to understand that creativity is one of the approaches to attaining and sustaining competitive advantage. In addition, it is important for them to find out more about the relation between transformational leadership, CSE and employee creativity. Originality/value – The study adds to the existing literature by illuminating the process through which transformational leadership has a significant effect on fostering CSE and employee creativity.

Investigating the causal link between a management improvement technique and organizational performance

2017 ◽  
Vol 40 (4) ◽  
pp. 429-450 ◽  
Author(s):  
André de Waal ◽  
Robert Goedegebuure
Keyword(s):  
Organizational Performance ◽  
High Performance ◽  
Management Practices ◽  
Longitudinal Research ◽  
Linear Regression Analysis ◽  
Causal Link ◽  
Content Type ◽  
Key Factor ◽  
Organizational Results ◽  
High Level

Purpose An important question in contemporary research is: do certain management practices cause better performance or do better performing organizations find it easier to adopt certain management practices? This question is also of importance when applying the high performance organization (HPO) framework, which is a scientifically validated technique designed to achieve and sustain a high level of performance. Many research studies correlate the HPO framework with improved organizational performance. There are, however, no studies which explicitly look at the causal relationship. This paper aims to provide empirical evidence of causality. Design/methodology/approach Longitudinal research was conducted at two companies. An HPO diagnosis was conducted at each company, after which management implemented the HPO framework. Two units at each company were selected as case studies. Data were collected, using a questionnaire and interviews, at the beginning and after 18 months, when the diagnoses were repeated. A linear regression analysis was performed to interpret the data. Findings Despite exposure to the same HPO framework techniques, organizational units achieved significantly different outcomes. In each company, one unit achieved a higher HPO score and higher organizational results, while the other unit had no change, or a lower HPO score and lower organizational results. The key factor was the manner in which unit managers applied the HPO framework. Practical implications Optimal effectiveness for the HPO framework occurs when management incorporates the HPO factors into the workplace and strives diligently to improve performance. Originality/value This research responds to the question “Do certain management practices cause better performance or do better performing organizations find it easier to adopt certain management practices?”

Multiple case study analysis and development of an interpretive structural model for greening of supply chains in Indian ceramic enterprises

2019 ◽  
Vol 30 (6) ◽  
pp. 1279-1296 ◽  
Author(s):  
Kailash Choudhary ◽  
Kuldip Singh Sangwan
Keyword(s):  
Supply Chain ◽  
Supply Chain Management ◽  
Management Practices ◽  
Green Supply Chain Management ◽  
Green Supply Chain ◽  
Chain Management ◽  
Content Type ◽  
Multiple Case ◽  
And Performance ◽  
Interpretive Structural Model

Purpose The purpose of this paper is to aim at prioritizing and identifying the interrelations among the green supply chain management pressures, practices and performance measures. The study also compares the reasons of green supply chain management implementation, levels of implementation and improvement in performance for medium and large Indian ceramic enterprises because of green supply chain management implementation. Design/methodology/approach The most frequent constructs and measures of green supply chain management pressure, practice and performance are identified from the literature. The identified measures are corrected/added/removed, as per the suggestions of industry professionals, to develop a survey instrument. An interpretive structural model is developed to prioritize the constructs. Matriced “impacts croises-multiplication applique” and “classment” (MICMAC) analysis is done to identify the driving and dependence powers of the constructs. The identified results are validated through the descriptive analysis of responses obtained from multiple case studies. Findings It is observed that the informative pressures followed by coercive and mimetic pressures are the main drivers for the implementation of green supply chain management practices. Internal environmental management in enterprises is found to be the driving power behind the implementation of other green supply chain management practices. The implementation of these practices drives the environmental and operational performance. It is observed, through the multiple case study analysis that the impact of the pressures to adopt green supply chain management practices is high on Indian ceramic enterprises but the implementation of practices is in the early stage. The improvement in performance is also not found to be significant at this stage. This study also found that large ceramic enterprises are doing better than the medium enterprises in terms of green supply chain management implementation, largely because of higher pressures and availability of resources. Originality/value This study prioritizes the constructs of green supply chain management pressure, practice and performance for Indian ceramic enterprises and compares the large and medium enterprises on the basis of these constructs.

High performance work practices and competitive advantage in the Irish hospitality sector

2007 ◽  
Vol 19 (3) ◽  
pp. 201-210 ◽  
Author(s):  
Pauline Connolly ◽  
Geraldine McGing
Keyword(s):  
High Performance ◽  
Management Practices ◽  
Cost Effective ◽  
Work Practices ◽  
Performance Practices ◽  
Content Type ◽  
High Performing ◽  
Competitive Edge ◽  
Cost Effective Method ◽  
High Performance Work Practices

PurposeFailte Ireland argues that high performance work practices will provide the Irish tourist industry with the necessary competitive edge. The main focus of this study is to explore the extent of these practices in the Irish hospitality industry with particular emphasis on the practices of staff empowerment and participation.Design/methodology/approachA questionnaire was chosen as the most appropriate means of obtaining information from managers because respondents could be targeted in a cost effective method. A total of 71 questionnaires were mailed to managers in all three, four and five‐star hotels in the Dublin and greater Dublin area.FindingsThe data show that Dublin‐based hotels display some of the human resource practices associated with high performing work practices. There are, however, very low levels of employee participation, which many authors argue are the cornerstone of high performance practices.Practical implicationsThe Irish hotel industry is undergoing fundamental change, not least of which is the increasingly demanding and discerning clients. Customers are demanding quality products and services, speed and reliability of service, price competitiveness and innovation. If Irish hotels are to survive and remain competitive, the issue of staff representation, participation and the channels of communication will have to be addressed. Recognising, utilizing and developing their human resources may be the most significant challenge that management faces, and it is posited that those organisations that excel at this will be the industry leaders.Originality/valueThe paper offers insights into the realities of management practices in hotels in an Irish setting.

Making the case for manager delegation of authority

2016 ◽  
Vol 24 (5) ◽  
pp. 1-3 ◽  
Author(s):  
Paul R. Lyons
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
High Performance ◽  
Design Methodology ◽  
Management Practices ◽  
Content Type ◽  
Delegation Of Authority ◽  
Human Resource Management Practices ◽  
Broad Array ◽  
Potential Benefits

Purpose The purpose of this paper is to present some of the foundational characteristics of the effective delegation of authority. Taken from a broad array of research and opinion, the fundamental aspects are given clear exposition. Design/methodology/approach Addressed in this paper are several areas that establish the basis for effective delegation to include the psychology of delegation, potential benefits, delegation and high performance human resource management practices, and fears of actually delegating authority. Findings Findings are grounded on actual practices which have been researched. There is a “science” to manager delegation of authority, and the critical information about how to delegate is presented. Originality/value This work gives shape to the actions that help to create effective delegation. There are many benefits that accrue from effective delegation, and these benefits are often under-represented.

Factors affecting the diffusion and success of collaborative interactions between university and industry

2016 ◽  
Vol 7 (3) ◽  
pp. 273-288 ◽  
Author(s):  
Guido Capaldo ◽  
Nicola Costantino ◽  
Roberta Pellegrino ◽  
Pierluigi Rippa
Keyword(s):  
Diffusion Of Innovation ◽  
Content Type ◽  
Factors Affecting ◽  
Collaborative Interactions ◽  
Managerial Implications ◽  
Multiple Case ◽  
New Policies ◽  
The University ◽  
Cross Case Analysis ◽  
University Industry

Purpose This paper aims to investigate factors and weaknesses influencing university–industry interactions diffusion and success by focusing on the research services initiatives because there are limited studies in literature focusing on this specific form of interaction between the two actors. Design/methodology/approach The authors carried an explorative research based on multiple case studies referring to research services experienced between two big Italian universities and small and medium-sized enterprises located in the same area. Findings By conducting a cross-case analysis, the authors highlight categories of data in terms of factors influencing interactions’ diffusion and success, as perceived by researchers and by firms; and weaknesses in the interactions process to identify suggestions for improving interactions’ diffusion and success, from researchers and firms. Practical implications The outcomes provide managerial implications useful for agencies supporting the diffusion of innovation among firms and firms’ systems for defining new policies and action plans aimed at making the university–industry interactions faster and more effective, improving the innovation processes within firms. Originality/value This paper gives new insight in the analysis of factors enhancing university–industry relationships with a focus on research services collaborations and focusing both on university and industry, where large contributions focus predominantly on both groups.

Cultural impact of human resource practices on job satisfaction

2014 ◽  
Vol 21 (1) ◽  
pp. 55-77 ◽  
Author(s):  
Jeanine Karin Andreassi ◽  
Leanna Lawter ◽  
Martin Brockerhoff ◽  
Peter J. Rutigliano
Keyword(s):  
Job Satisfaction ◽  
Human Resource ◽  
High Performance ◽  
Management Practices ◽  
Job Characteristics ◽  
Cultural Dimensions ◽  
Human Resource Practices ◽  
Content Type ◽  
Hofstede’S Cultural Dimensions ◽  
Hofstede's Cultural Dimensions

Purpose – The purpose of this paper is to determine the effect of high-performance human resource practices on job satisfaction across four cultural regions – Asia, Europe, North America, and Latin America. High-performance human resource practices were used to predict job satisfaction for each region and then compared to determine significant differences. Hofstede's cultural dimensions were employed as a basis for structuring hypothesized differences across cultural regions. Design/methodology/approach – Data were collected from a proprietary industry survey on employee work attitudes. The sample consisted of over 70,000 employees from four large multinational organizations with at least four offices in each of the four regions. Data were analyzed using regression analysis and comparison testing across models. Findings – There are significant relationships between job characteristics and job satisfaction across all regions of the world, with a sense of achievement universally the most important driver. Although job characteristics impact job satisfaction across all regions, there are significant differences in the relative importance of job characteristics on job satisfaction, consistent with Hofstede's cultural dimensions. Practical implications – The findings have implications for tailoring human resource management practices across locations within multinationals. Originality/value – This research is believed to be the first cross-cultural study of human resource practices affecting job satisfaction using multiple organizations and industries.

scholarly journals Ageing in organizations

2019 ◽  
Vol 55 (2) ◽  
pp. 127-142
Author(s):  
Maria Jose Tonelli ◽  
Jussara Pereira ◽  
Vanessa Cepellos ◽  
João Lins
Keyword(s):  
Factor Analysis ◽  
Human Resources ◽  
Exploratory Factor Analysis ◽  
High Performance ◽  
Design Methodology ◽  
Management Practices ◽  
Online Questionnaire ◽  
Age Stereotypes ◽  
Content Type ◽  
Work Posture

Purpose This paper aims to show which factors influence the perception of human resources professionals about managers over 50 years old and which factors guide the age management practices adopted in the surveyed companies. Design/methodology/approach To this end, a survey was conducted with 140 companies accessed from a database of a human resources association. Through the answers obtained through the online questionnaire, an exploratory factor analysis was made with the aid of Software R. Findings Thus, it was possible to identify four factors that explain the work posture of professionals 50 years of age and older (company expectations, performance, morality and knowledge and professionalism) and three factors that guide the adoption of age management practices in organizations (recruitment & selection and integration, retention and continuity in the company, adaptation to the needs). Originality/value The results suggest that, even considering the high performance of older managers, perceived by HR professionals, the adoption of age management practices is still insufficient, making it difficult for these professionals to enter and remain in organizations. Moreover, it can be inferred that such posture indicates biases of discrimination and age stereotypes.

Spanish lessons on developing employee commitment and empowerment-driven strategies

2020 ◽  
Vol 28 (6) ◽  
pp. 9-11
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
High Performance ◽  
Affective Commitment ◽  
Management Practices ◽  
Manufacturing Sector ◽  
Content Type ◽  
Team Members ◽  
Strategic Goals ◽  
Pertinent Information

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper explores the potential of HR management practices to integrate into an organization-wide high-performance work system (HPWS) as a route to achieving greater organizational performance. Based on the views of respondents from Spain’s manufacturing sector, boosting the affective commitment and empowerment of employees in the presence of a HPWS inspires them to elevate their performance. One way of achieving this is for managers to give their team members more autonomy. Applying HR best practices across selection, training, performance appraisal, and compensation activity is a crucial step in laying a foundation that is linked to the organization’s overall strategic goals. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Researchers compare agile and traditional approaches to project management in Russia’s services industry

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Project Management ◽  
Business Strategy ◽  
High Performance ◽  
Management Practices ◽  
Professional Services ◽  
Content Type ◽  
Hrm Practices ◽  
Rival Firms ◽  
Traditional Approaches ◽  
Different Levels

Purpose The authors wanted to study the theme as there hasn’t been much research into the different factors for high performance in agile versus traditional companies. Design/methodology/approach The authors conducted a quantitative study of Russian professional services firms using structured phone interviews. They compared project-based companies using agile methods with rival firms that used more traditional methods. The questionnaire included questions on the role of HRM, the level of business strategy formalization, the use of strategies to enhance motivation and opportunities. There were also questions about agile frameworks and project management practices. The sample contained 154 companies, 61 of which used agile technologies. Findings They found that agile firms tend to rely more on HMR policies than traditional companies, especially on strategies to enhance motivation and opportunity. Agile companies also have more centralized HRM architectures with less delegation of different levels of management. Meanwhile, the results show that the HRM architectures for successful traditional firms are more diverse. HRM practices in these companies have different levels of importance and various degrees of decentralization and digitalization. Originality/value The authors say their study fills a gap because there hasn’t been much research into the different factors for high performance in agile versus traditional companies. The study, they say, has important theoretical and practical implications, and also provides evidence of the importance of HRM practices for organizational success.

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