Translating Crew Management Process Into a Simulation Video Game

2019 ◽  
Vol 1 (1) ◽  
pp. 189-198
Author(s):  
Shandhi Sayogo ◽  
Hafif Aziz Ahmad ◽  
Dianing Ratri

Management came from an old French word ménagement, which means “the art of implementation and regulation”. It is a process of planning, organizing, coordinating, and controlling resources to achieve goals effectively and efficiently, a process which could be found in everyday’s activities. But, every resource management revolves around one particular resource, which is human. The only reason is because humans are the one that can change and improve resources like energy, money, and time into something more valuable. The problem is sometimes humans forget that management is necessary in everyday’s life, even for the smallest thing. Therefore, a research is conducted to create a supporting media to help people learn the value and the importance of management. The media chosen is video game as it is considered as a media that can be used to simulate management process more effectively with its interactivities and fun aspect. The parable that being used is crew management as a representative of human resource to manage all the other resources. Crew allocation, timing management and anything else that could be considered as a good crew management process is to be translated into the simulation video game. Thus, it becomes a media with a more fun way to learn about management without the players being explicitly told that they are learning by playing. 

2016 ◽  
Vol 22 (3/4) ◽  
pp. 139-155 ◽  
Author(s):  
Aviv Kidron ◽  
Shay S. Tzafrir ◽  
Ilan Meshoulam

Purpose This study aims to reveal the necessary human resource management (HRM) teamwork processes for achieving HRM integration. Design/methodology/approach A research survey was carried out among 233 HRM professionals from 29 HRM teams. Findings The findings revealed significant correlation between formal HRM aspects of HRM teams (HRM goals and strategy, formal communication and formalization) and informal HRM aspects (perceived proximity and trust). Another significant correlation was found between trust and HRM integration. Also, trust fully mediated the relationship between informal communication and centralization, on the one hand, and HRM integration, on the other. Originality/value The study contributed to the understanding of formal and informal aspects of HRM team (HRMT) processes.


Author(s):  
Milena Nedeljković Knežević ◽  
Slađana Nedeljković ◽  
Maja Mijatov ◽  
Jelena Vukonjanski Srdić

Research Question: The research is oriented towards determining the moderator effects of the employees’ gender (structure) on the correlation between other research constructs, i.e., personality dimensions and job satisfaction. Motivation: Previous research on the influence of employees’ personality dimensions and gender as potential predictors of job satisfaction was also conducted in Serbia. However, no studies could be found in the literature focusing on identifying the moderating effect of the employees’ gender on correlation between job satisfaction and personality dimensions. The results would be of practical importance and applicable in human resource management practice in different organizations, particularly in transitional societies. Idea: The main subject of this research is oriented towards the employees’ dimensions of personality, according to the Big Five personality dimensions, on the one hand, and job satisfaction, on the other. The research was conducted within the conditions of transition, i.e., in the organization that will be under the organizational changes (such as privatization) in the following period. As transition may produce uncertainty of the job positions for the employees (especially within the large public-owned monopolistic enterprises), it could be considered that organizational changes, such as privatization, could affect job dissatisfaction to a significant extent. Data and Tools: The survey research was conducted within the large public-owned monopolistic enterprises in Serbia on the sample of 116 employees. Findings: The research results pointed out that the employees’ gender significantly shaped the correlation between all of the personality dimensions, on the one hand, and different facets of job satisfaction, on the other. Namely, in case of male employees, statistical significance was shown between Extraversion and Pay, Extraversion and Operating Conditions, Conscientiousness and Pay, Conscientiousness and Rewards, Neuroticism and Benefits. In case of female employees, the statistical significance was shown between Agreeableness and Benefits, Conscientiousness and Benefits and finally between Neuroticism and Supervision. Contribution: The obtained results may have practical implications in the form of providing the database for further improvement of the human resource management within the transitional economies, such as Serbian.


2019 ◽  
Author(s):  
Shandhi Sayogo ◽  
Hafiz Aziz Ahmad ◽  
Dianing Ratri

2022 ◽  
Vol 12 (1) ◽  
pp. 1-20
Author(s):  
Mihir Ajgaonkar

Learning outcomes This case will help students to understand the following: Develop a basic understanding of competency building processes. Learn about the mentoring process and its application in leadership development. Develop awareness about the methodology for assessment of the effectiveness of training. Case overview/synopsis Dr A. R. K. Pillai founded the Indian Leprosy Foundation in 1970 in response to the national call by late Mrs Indira Gandhi, prime minister of India, to the public-spirited people to take up leprosy eradication. It collaborated with international agencies to reduce leprosy drastically in India from four million, in 1982 to around a hundred thousand cases in 2006. In 2006, the Indian Leprosy Foundation was renamed as Indian Development Foundation (IDF) as the trustees decided to expand the work of IDF in the areas of health, children’s education and women’s empowerment. Dr Narayan Iyer, Chief Executive Officer (CEO) of IDF initiated a leadership development intervention called the Students’ leadership programme (SLP) for children in the age group of 12 to 14, from the urban poor households in 2014. It was a structured mentoring programme spanning over three months in collaboration with the schools. It aimed at incubating skills in the areas of leadership, teamwork, personality, behavioural traits and provided career guidance. It had a humble beginning in 2014 with a coverage of 50 students. Initially, IDF welcomed executives from the corporate sector as mentors. As there was a need to rapidly expand the scope of SLP to the other cities of India, IDF tied up with the graduate colleges and invited the students to be the mentors. The other objective behind this move was to create social awareness among the students from more affluent strata of society. IDF was able to dramatically increase the participation of the students through SLP by approximately up to 100,000 by 2020. However, rapid progress threw up multiple challenges. The teachers complained about the non-availability of the students for regular classes to teach the syllabus as the students were busy with SLP. The schools forced IDF to shorten the duration of SLP to two months. Also, many undergraduate mentors were unable to coach the participants due to lack of maturity and found wanting to strike a rapport with them. There was a shortage of corporate executives who volunteered for the mentoring, due to work pressures. Dr Narayan, CEO & National Coordinator and Ms Mallika Ramchandran, the project head of SLP at IDF, were worried about the desired impact of SLP on the participants and its sustainability due to these challenges. So, with the support of Dr Narayan, she initiated a detailed survey to assess the ground-level impact of SLP. The objective was to get clarity about what was working for SLP and what aspects needed to improve, to make the programme more effective. Overall feedback from the survey was very positive. The mothers had seen very positive changes in the participants’ behaviour post-SLP. The teachers had specific concerns about the effectiveness of undergraduate mentors. The need for a refresher course to inculcate ethical behaviour and the inadequacy of the two-month duration of the SLP to reinforce values were highlighted. Respondents also voiced the requirement to build responsible citizenship behaviours among the participants. Mallika was all for preparing a model to further enhance the effectiveness of SLP. Dr Narayan and Mallika embraced the challenge and they were raring to go to develop SLP as a cutting-edge leadership programme and to take it to new heights. Complexity academic level This case can be used in courses on human resource management in postgraduate and graduate management programmes. It can also be used in the general and development management courses and during executive education programmes to teach methodologies for evaluating the effectiveness of the training interventions, with emphasis on the voluntary sector. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: Human Resource Management.


Politik ◽  
2017 ◽  
Vol 20 (3) ◽  
Author(s):  
Marc Jacobsen ◽  
Jeppe Strandsbjerg

By signing the Ilulissat Declaration of May 2008, the five littoral states of the Arctic Ocean pre-emptively desecuritized potential geopolitical controversies in the Arctic Ocean by confirming that international law and geo-science are the defining factors underlying the future delimitation. This happened in response to a rising securitization discourse fueled by commentators and the media in the wake of the 2007 Russian flag planting on the geographical North Pole seabed, which also triggered harder interstate rhetoric and dramatic headlines. This case, however, challenges some established conventions within securitization theory. It was state elites that initiated desecuritization and they did so by shifting issues in danger of being securitized from security to other techniques of government. Contrary to the democratic ethos of the theory, these shifts do not necessarily represent more democratic procedures. Instead, each of these techniques are populated by their own experts and technocrats operating according to logics of right (law) and accuracy (science). While shifting techniques of government might diminish the danger of securitized relations between states, the shift generates a displacement of controversy. Within international law we have seen controversy over its ontological foundations and within science we have seen controversy over standards of science. Each of these are amplified and take a particularly political significance when an issue is securitized via relocation to another technique. While the Ilulissat Declaration has been successful in minimizing the horizontal conflict potential between states it has simultaneously given way for vertical disputes between the signatory states on the one hand and the Indigenous peoples of the Arctic on the other.


Author(s):  
Jerry Eades

This chapter examines the relationship between the Internet and sex tourism. It argues that interest in sex tourism in the media erupted in the early 1990s, about the same time that the Internet itself was becoming popular. The relationship between the two was both positive and negative. On the one hand, the Internet has allowed members of sexual subcultures to contact each other and for new forms of sex tourism to be marketed. On the other hand, the Internet also provided a platform for those opposed to sex tourism to raise the profile of the issue, in the process conflating images of sex tourism with those of Internet pornography, pedophilia, and child abuse, particularly in relation to tourism destinations in the Southeast Asian region. It has therefore aided the amplification of moral panics surrounding these issues. This sensational coverage has, however, tended to overshadow other forms of sex tourism, including those in which consenting adults meet together in resorts of clubs for recreational sex with each other. Thus, while the Internet has created moral panics and led to crackdowns in certain sections of the sex tourism market, it has allowed other alternative lifestyles to flourish on an unprecedented scale in an increasingly liberalized environment.


Author(s):  
Matthew Gibson

This chapter outlines how the different representations for social work practice provide conflicting sets of standards, ideals and goals for social work organisations. Some ‘institutional logics’ are imposed on social work services by politicians and through the media, which set the boundaries for public praise and shame for an organisation, thereby directing and shaping its identity. Within this context, this chapter introduces the idea of organisational emotional safety, in which organisations are constructed to avoid organisational shaming and rejection, on the one hand, and attract pride and acceptance, on the other. In an attempt to manage its image and reputation, organisational leaders engage in this form of emotion work to create and maintain a consistent set of organisational actions which ensures that it is safe from episodic shaming, while evoking pride within the organisation and acceptance without. A case example is provided to illustrate this argument that pride and shame are strategically used to create ‘appropriate’ organisations as defined by those with the power of definition.


Author(s):  
Andrea Botto Stuven

The Documentation Center of the Contemporary History of Chile (CIDOC), which belongs to the Universidad Finis Terrae (Santiago), has a digital archive that contains the posters and newspapers inserts of the anti-communist campaign against Salvador Allende’s presidential candidacy in 1964. These appeared in the main right-wing newspapers of Santiago, between January and September of 1964. Although the collection of posters in CIDOC is not complete, it is a resource of great value for those who want to research this historical juncture, considering that those elections were by far the most contested and conflicting in the history of Chile during the 20th Century, as it implicted the confrontation between two candidates defending two different conceptions about society, politics, and economics. On the one hand, Salvador Allende, the candidate of the Chilean left; on the other, Eduardo Frei, the candidate of the Christian Democracy, coupled with the traditional parties of the Right. While the technical elements of the programs of both candidates did not differ much from each other, the political campaign became the scenario for an authentic war between the “media” that stood up for one or the other candidate. Frei’s anticommunist campaign had the financial aid of the United States, and these funds were used to gather all possible resources to create a real “terror” in the population at the perspective of the Left coming to power. The Chilean Left labeled this strategy of using fear as the “Terror Campaign.”


2015 ◽  
Vol 156 (1) ◽  
pp. 50-59 ◽  
Author(s):  
Albert Moran

Handbooks about the business practice of franchising do not seem to consider whether the practice occurs in television and other media industries. This lack of regard is replicated by media and communication scholars who fail to consider how this kind of media licensing works, even though the term franchising' is frequently adopted. To place the topic in a wider realm of critical inquiry, this article analyses a set of distinct economic, legal and cultural parameters that have to do with media intertext franchising on the one hand and television format franchising on the other. It finds that the two sets of practices operate under different regimes of legal protection, one concentrating on trade mark law and the other focusing on copyright law. In turn, this raises a question concerning the legal protectability of television program formats such as Ugly Betty under a legal shield associated with the media intertext rather than the television format. The presence of dramatic character would seem to be crucial to facilitating the building of a brand associated with a fictional character's aura or image.


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