Fred Harvey and the Harvey girls

2019 ◽  
Vol 25 (1) ◽  
pp. 26-46
Author(s):  
Robert C. Ford ◽  
David D. Van Fleet
Keyword(s):  
Human Resource ◽  
Large Scale ◽  
Single Women ◽  
Content Type ◽  
Human Resource Policies ◽  
In The Wild ◽  
Wild West ◽  
Employment Of Women ◽  
Santa Fe Railroad ◽  
Service Standards

Purpose The purpose of this paper is to examine the management innovations developed and implemented by the Harvey House restaurants with specific attention to those human resource policies and procedures that were created to use what many believe to be the first large-scale use of single women working away from home, the famous Harvey Girls. A second purpose of this paper is to use bricolage theory to frame the innovations that Harvey pioneered to illustrate how the theory pertains to this entrepreneur who civilized dining in the “Wild West.” Design/methodology/approach This paper relies on secondary and archival sources to inform its points and rationale. Findings Fred Harvey applied his experience-gained knowledge to invent a system that would provide meals to railroad travelers along the Atchison, Topeka and Santa Fe railroad that were not only consistently excellent and reasonably priced but also could be served within the tight time limits of train stops for fuel and water. The precision of his service standards was innovative and required trained and disciplined servers. To deliver the quality of service for which his company became known across the “Wild West.” Harvey invented his famous Harvey Girls. Originality/value Fred Harvey’s invention of the Harvey Girls represents the first large-scale employment of women and required the invention of human resource management policies, procedures and processes. This is the story of how this management innovator successfully applied entrepreneurial bricolage to bring civilized dining to the “Wild West.”

Human resource practices, employee competencies and firm performance: a 2-1-2 multilevel mediational analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sukhpreet Kaur ◽  
Gurvinder Kaur
Keyword(s):  
Firm Performance ◽  
Human Resource ◽  
Large Scale ◽  
Human Resource Practices ◽  
Related Factors ◽  
Firm Level ◽  
Content Type ◽  
Mediational Analysis ◽  
Academic Qualification ◽  
Employee Competencies

PurposeThis study aims to understand the role of employee competencies in terms of the relationship between Human Resource Practices (HRPs) and firm performance.Design/methodology/approachA sample of 60 HR managers and 546 employees from large-scale food processing firms were considered for the study. The study presents a 2-1-2 multilevel mediational analysis in which HRPs and firm performance are measured at the firm level (Level-2) and employee competencies are measured at employee level (Level-1).FindingsPositive relationship was found between HRPs and firm performance, which was partially mediated by employee competencies.Practical implicationsThe study highlights the importance of employee-related factors by focusing on the wider dimensions of human capital (e.g. academic qualification, job experience) in HRPs–performance relationship.Originality/valueThe study undertakes a 2-1-2 multilevel mediational analysis, which is rarely applied in HRM studies; however, this interaction between macro- and microlevel effects will create a better understanding of organization studies from an integrated and multilevel context.

Dimensions of organisational innovativeness and company financial performance in the biotechnology sector

2019 ◽  
Vol 40 (6) ◽  
pp. 1110-1130 ◽  
Author(s):  
Krista Jaakson ◽  
Hannele-Marianne Aljaste ◽  
Piia Uusi-Kakkuri
Keyword(s):  
Financial Performance ◽  
Human Resource ◽  
Statistical Tests ◽  
Qualitative Comparative Analysis ◽  
Small Sample ◽  
Content Type ◽  
Human Resource Policies ◽  
Biotechnology Companies ◽  
Biotechnology Sector ◽  
Pharmaceutical Biotechnology

Purpose The relationship between organisational innovativeness (OI) and company performance has been studied extensively, and the associations found have mostly been positive. However, as OI is a multidimensional concept, more nuanced research is needed to identify which dimensions of innovativeness companies should focus on. The purpose of this paper is to longitudinally investigate the links between dimensions of OI and company financial performance, based on a sample of Finnish and Estonian pharmaceutical biotechnology companies. Design/methodology/approach Interviews inquiring about OI were conducted in 26 biotechnology companies and then their performance was measured over three subsequent years using objective financial data. Due to limited sample size, qualitative comparative analysis is employed in addition to non-parametric statistical tests. Findings Overall, OI did not decisively influence financial performance in the studied sector. There were, however, dimensions related to human resource policies that appeared to have more potential to positively impact financial performance, whereas the strategic dimension was actually aversive to certain performance indicators. Research limitations/implications The study limitations are a small sample, possible managerial bias in the assessment of OI, and focus on financial measures only. Practical implications The study demonstrates that OI is a multidimensional construct and not all dimensions play an equal role in financial performance. Innovation-supportive human resource policies and strategic flexibility contributes to financial performance in the pharmaceutical biotechnology sector. Originality/value The contribution of the study is the analysis of a specific sector with a longitudinal approach by bridging quantitative and qualitative approach.

scholarly journals Social media: the Wild West of CSR communications

2015 ◽  
Vol 11 (2) ◽  
pp. 290-305 ◽  
Author(s):  
Ralph Tench ◽  
Brian Jones
Keyword(s):  
Social Media ◽  
Web 2.0 ◽  
Corporate Communication ◽  
Communication Management ◽  
Media Communication ◽  
Content Type ◽  
In The Wild ◽  
Central Argument ◽  
Wild West ◽  
Corporate Social

Purpose – This paper aims to posit the central argument that traditional media of old presented a clear, ordered world of communication management for organisations to extol their corporate social responsibility (CSR) credentials. In contrast to this, new Web 2.0 social media is increasingly being used by activists and hactivists to challenge corporate communication CSR messages and does so by highlighting instances and examples of corporate social irresponsibility (CSI) (Jones et al., 2009; Tench et al., 2012). Design/methodology/approach – The paper reports on research data from the European Communication Monitor, 2010, 2011 and 2012 (www.communicationmonitor.eu/) and draws on work already published in this area (Tench et al., 2009; Verhoeven et al., 2012; Zerfass et al., 2010, 2011) to illustrate the unruly, unregulated Web 2.0 social media communication landscape in Europe. A range of literature is drawn on to provide the theoretical context for an exploration of issues that surround social media. Findings – In late modernity (Giddens, 1990), communication comes in many guises. Social media is one guise and it has re-shaped as well as transformed the nature of communications and the relationship between organisations and their stakeholders. Originality/value – Communicating CSR in the Wild West of social media requires diplomatic and political nous, as well as awareness and knowledge of the dangers and pitfalls of CSI. The data reported on in this paper well illustrate the above points and set out scenarios for future development of corporate communication of CSR through and with social media.

Management capability and performance in Spanish family firms

2016 ◽  
Vol 29 (3) ◽  
pp. 303-325 ◽  
Author(s):  
Lucia Garcés-Galdeano ◽  
Carmen García-Olaverri ◽  
Emilio Huerta
Keyword(s):  
Human Resource ◽  
Family Firms ◽  
Operational Performance ◽  
Management Skills ◽  
Content Type ◽  
Human Resource Policies ◽  
Management Capability ◽  
Spanish Family ◽  
And Performance ◽  
Performance Gains

Purpose The purpose of this paper is to explore the possible causes of the heterogeneous productivity observed in Spanish firms, finding evidence of a link between managerial capability and higher productivity in the context of family firms. Also, innovative human resource policies are much more frequently found in companies where there is a high level of management capability. Design/methodology/approach Productivity differences in Spanish family firms are, for the first time, analysed from a managerial view, and using multiple correspondence analysis (MCA). Findings This paper proposes a way to measure managerial capability. Innovative human resource policies are much more frequently found in companies with high levels of management capability. The authors show that sustained competitive advantage is not just a function of single or isolated components, but rather a combination of human capital elements. Besides, a clear association between high managerial capability and performance in family firms is established. Thus, better management skills enable Spanish family firms to design the necessary strategies and internal structures to facilitate their adjustment to the business environment, and, thereby, achieve operational performance gains. Originality/value This paper proposes a way to measure managerial capability and its association with productivity in Spanish family firms using MCA. The authors also show a clear positive association between high managerial capability and performance in family firms. Thus, better management skills enable Spanish family firms to achieve operational performance gains.

Formal human resource practices in family firms

2017 ◽  
Vol 7 (2) ◽  
pp. 151-165 ◽  
Author(s):  
Tensie Steijvers ◽  
Nadine Lybaert ◽  
Julie Dekker
Keyword(s):  
Human Resource ◽  
Large Scale ◽  
First Generation ◽  
Family Firms ◽  
Family Firm ◽  
Hierarchical Regression ◽  
Moderating Effects ◽  
Content Type ◽  
Hr Practices ◽  
Family Smes

Purpose The importance of formal human resource (HR) practices is widely recognized in management literature, but under-researched in the small business and family firm domain. Previous research indicates that family firms rely more on informal HR practices, based on social networks. However, given the heterogeneity of family firms, one cannot assume that all family firms are reluctant to formalize their HR. As the CEO is the key decision maker who covers HR management in family firms, the effect of the CEO type on formal HR practices will be studied. The paper aims to discuss these issues. Design/methodology/approach Based on a large-scale survey, resulting in a response of 532 family SMEs, the authors perform a hierarchical regression analysis studying the effect of a family/nonfamily CEO on the use of formal HR practices, introducing several moderating effects: CEO generational stage, tenure and education. Findings Results indicate that family firms with a family CEO have more formal HR practices than those managed by a nonfamily CEO due to higher levels of goal alignment and intentional trust between the owning family and family CEO. Moreover, family firms managed by first generation family CEOs and family CEOs with a higher education have more formal HR practices. Practical implications The findings suggest that family CEOs can be equally or even more able as nonfamily CEOs to run a family firm in a formalized/professionalized manner. Originality/value Given the scant amount of research on HR formalization in family firms, even though literature documents performance increasing effects, this study fulfils the need to study the effect of the CEO on HR formalization.

scholarly journals Noninvasive Detection of Equid Herpesviruses in Fecal Samples

2018 ◽  
Vol 85 (3) ◽  
Author(s):  
Peter A. Seeber ◽  
Anisha Dayaram ◽  
Florian Sicks ◽  
Nikolaus Osterrieder ◽  
Mathias Franz ◽  
...  
Keyword(s):  
Large Scale ◽  
Physical Restraint ◽  
Nasal Passage ◽  
Nasal Discharge ◽  
Latent Infections ◽  
Fecal Samples ◽  
Content Type ◽  
Equus Grevyi ◽  
Nasal Swabs ◽  
In The Wild

ABSTRACTEquid herpesviruses (EHVs) are pathogens of equid and nonequid hosts that can cause disease and fatalities in captivity and in the wild. EHVs establish latent infections but can reactivate, and most EHVs are shed via the nasal passage. Therefore, nasal swabs are generally used for EHV monitoring. However, invasive sampling of wild equids is difficult. While feces is a commonly used substrate for detecting other pathogens, to our knowledge, EHVs have never been detected in feces of naturally infected equids. We systematically tested zebra feces for EHV presence by (i) establishing nested PCR conditions for fecal DNA extracts, (ii) controlling for environmental EHV contamination, and (iii) large-scale testing on a free-ranging zebra population. A dilution minimizing inhibition while maximizing viral DNA concentrations was determined in captive Grévy’s zebra (Equus grevyi) fecal samples from individuals shedding EHV nasally. Sixteen of 42 fecal samples (38%) were EHV positive. To demonstrate that the EHV positivity was not a result of environmental contamination, rectal swabs of wild zebras were screened (n = 18 [EquusquaggaandE. zebra]), and 50% were EHV positive, indicating that the source of EHV in feces is likely the intestinal mucosa and not postdefecation contamination. Out of 270 fecal samples of wild zebras, 26% were EHV positive. Quantitative PCRs showed that the amount of virus DNA in feces was not significantly smaller than that in other samples. In summary, fecal sampling facilitates large-scale screening and may be useful to noninvasively investigate phylogenetic EHV diversity in wild and domestic equids.IMPORTANCEEquid herpesviruses (EHVs) establish latent infections, and many EHVs are shed and transmitted via nasal discharge primarily through droplet and aerosol infection. Obtaining nasal swabs and other invasive samples from wildlife is often not possible without capture and physical restraint of individuals, which are resource intensive and a health risk for the captured animals. Fecal EHV shedding has never been demonstrated for naturally infected equids. We established the conditions for fecal EHV screening, and our results suggest that testing fecal samples is an effective noninvasive approach for monitoring acute EHV shedding in equids.

How did a local guerrilla turn into a global gorilla? Learning how transformational change happened under dynamic capabilities from the rise of Huawei

2020 ◽  
Vol 33 (2) ◽  
pp. 401-414
Author(s):  
Xin Liang ◽  
Lin Xiu ◽  
Wei Fang ◽  
Sibin Wu
Keyword(s):  
Organizational Culture ◽  
Theoretical Model ◽  
Human Resources ◽  
Human Resource ◽  
High Performance ◽  
Dynamic Capabilities ◽  
Visionary Leadership ◽  
High Tech ◽  
Content Type ◽  
Human Resource Policies

PurposeIn this paper, the authors tentatively develop a theoretical model that depicts how the dynamic capabilities of a firm may be driven by three macro-organizational foundations: visionary leadership, organizational culture, and empowered human resources. The authors propose that visionary leaders are the original driver of dynamic capabilities and that visionary leaders create a unique organizational culture and empowered human resources so that their organizations embrace the spirit of entrepreneurship, an orientation toward learning, and a commitment to mission-driven improvement.Design/methodology/approachThe authors use a case of the early success of a highly performing Chinese telecommunication equipment producer, Huawei Technology, to explain the theoretical model that shows how dynamic capabilities are developed as visionary leaders influence firm routines for learning, innovation, and strategic human resource policies, which in turn collectively create and update operational capabilities to deliver directly manipulatable competitive advantages.FindingsThe paper concludes by arguing that the sources of dynamic capabilities need not be dynamic. Instead, visionary leadership, organizational culture, and human resource policies are relatively stable factors in comparison with other possible competence-building mechanisms such as innovation or ambidexterity.Practical implicationsThe authors’ model provides a direction for firms in high-tech industries to develop dynamic capabilities in order to maintain competitiveness and sustain high performance.Originality/valueThis paper is the first to present three macro-level drivers of dynamic capabilities, and it is also the first to understand the success of Huawei from a dynamic capabilities perspective.

scholarly journals Nanomolar Responsiveness of an Anaerobic Degradation Specialist to Alkylphenol Pollutants

2019 ◽  
Vol 202 (5) ◽  
Author(s):  
Jannes Vagts ◽  
Arne Weiten ◽  
Sabine Scheve ◽  
Kristin Kalvelage ◽  
Sebastian Swirski ◽  
...  
Keyword(s):  
Aromatic Compounds ◽  
Anaerobic Degradation ◽  
Large Scale ◽  
Health Concern ◽  
Response Threshold ◽  
Similar Response ◽  
Wild Type ◽  
Component System ◽  
Content Type ◽  
In The Wild

ABSTRACT Anaerobic degradation of p-cresol (4-methylphenol) by the denitrifying betaproteobacterium Aromatoleum aromaticum EbN1 is regulated with high substrate specificity, presumed to be mediated by the predicted σ54-dependent two-component system PcrSR. An unmarked, in-frame ΔpcrSR deletion mutant showed reduced expression of the genes cmh (21-fold) and hbd (8-fold) that encode the two enzymes for initial oxidation of p-cresol to p-hydroxybenzoate compared to their expression in the wild type. The expression of cmh and hbd was restored by in trans complementation with pcrSR in the ΔpcrSR background to even higher levels than in the wild type. This is likely due to ∼200-/∼30-fold more transcripts of pcrSR in the complemented mutant. The in vivo responsiveness of A. aromaticum EbN1 to p-cresol was studied in benzoate-limited anaerobic cultures by the addition of p-cresol at various concentrations (from 100 μM down to 0.1 nM). Time-resolved transcript profiling by quantitative reverse transcription-PCR (qRT-PCR) revealed that the lowest p-cresol concentrations just affording cmh and hbd expression (response threshold) ranged between 1 and 10 nM, which is even more sensitive than the respective odor receptors of insects. A similar response threshold was determined for another alkylphenol, p-ethylphenol, which strain EbN1 anaerobically degrades via a different route and senses by the σ54-dependent one-component system EtpR. Based on these data and theoretical considerations, p-cresol or p-ethylphenol added as a single pulse (10 nM) requires less than a fraction of a second to reach equilibrium between intra- and extracellular space (∼20 molecules per cell), with an estimated Kd (dissociation constant) of <100 nM alkylphenol (p-cresol or p-ethylphenol) for its respective sensory protein (PcrS or EtpR). IMPORTANCE Alkylphenols (like p-cresol and p-ethylphenol) represent bulk chemicals for industrial syntheses. Besides massive local damage events, large-scale micropollution is likewise of environmental and health concern. Next to understanding how such pollutants can be degraded by microorganisms, it is also relevant to determine the microorganisms’ lower threshold of responsiveness. Aromatoleum aromaticum EbN1 is a specialist in anaerobic degradation of aromatic compounds, employing a complex and substrate-specifically regulated catabolic network. The present study aims at verifying the predicted role of the PcrSR system in sensing p-cresol and at determining the threshold of responsiveness for alkylphenols. The findings have implications for the enigmatic persistence of dissolved organic matter (escape from biodegradation) and for the lower limits of aromatic compounds required for bacterial growth.

Is it the human resource policy to blame?

2016 ◽  
Vol 31 (7) ◽  
pp. 479-495 ◽  
Author(s):  
Abdulfattah Yaghi
Keyword(s):  
Public Policy ◽  
Human Resource ◽  
United Arab Emirates ◽  
Women Managers ◽  
Economic Incentives ◽  
Women In Leadership ◽  
Social Needs ◽  
Convenience Sample ◽  
Content Type ◽  
Human Resource Policies

Purpose The purpose of this paper is to examine the multi-dimensionality of women managers’ turnover in the United Arab Emirates. The study argues that several factors besides public policy influence turnover. Design/methodology/approach A special survey was developed and administered to a convenience sample of 298 local women managers in both sectors. Descriptive statistics, Cronbach’s alpha, Pearson and multiple regression analyses were used. Findings The empirical analyses provided support to the multidimensionality of turnover. In addition, turnover was predicted by a model of eight factors (adjusted R2 = 0.456), namely, economic needs, quality of work life, leadership type and practices, social needs, marital status, organisational satisfaction, organisational commitment and public policy. Research limitations/implications The study was rich, empirical data were gathered and analysed along with qualitative literature. Gender remains salient in organisations as human resource policies alone are incapable of retaining women in leadership. Limited sample size and convenience sampling method may limit the generalizability of the findings. Practical implications Workplace conditions complement human resource policies; hence, the success of the latter relies on the success of the former. Economic incentives remain significant to motivating managers and retaining women in leadership jobs. Social implications Human resource management policies, such as Emiratisation, cannot be successful without empowering women. Originality/value The originality of this paper is drawn from using first-hand data to examine the multi-dimensionality argument of turnover in addition to the advancement of gender studies in leadership and management. The study also provided evidence that rationality (i.e. economic means) remains important to retain women managers.

The importance of fostering alignment to ensure sustainable nation building

2016 ◽  
Vol 35 (6) ◽  
pp. 718-734 ◽  
Author(s):  
Grace C. Khoury ◽  
Beverley McNally
Keyword(s):  
Human Capital ◽  
Human Resource Development ◽  
Human Resource ◽  
Large Scale ◽  
Resource Constraints ◽  
Nation Building ◽  
Resource Development ◽  
Capital Theory ◽  
Content Type ◽  
National Human

Purpose – The purpose of this paper is to report on the findings of a study exploring the challenges confronting the provision of human resource development (HRD) in large Palestinian organizations. Design/methodology/approach – A mixed methods approach was used to gather the data. The quantitative data were analysed using statistical programme for social sciences. Qualitative data were analysed using thematic analysis. Findings – The first challenge pertained to the need for large-scale investment in human capital while at the same time facing serious resource constraints. Additional challenges were; the operational nature of the HR function, the limited training and development expertise and the lack of alignment between educational institutions and employers’ needs. Research limitations/implications – This exploratory study provides recommendations for future explanatory research to contribute to the literature examining national human resource development (NHRD) in high-conflict societies. Practical implications – The findings have implications for both policy makers and the HRD profession. There are also implications for the prioritization of development funding. Social implications – There is an identified need for closer alignment between the country’s education system, the needs of the workplace and the HRD function in organizations. The overarching recommendation is that the HRD function be considered from a NHRD and human capital theory perspectives. Originality/value – This study is the first of its type to be conducted in Palestine. The findings highlight the importance of NHRD to the sustainable nation-building process in Palestine.

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