Smart Metering Systems

Blockchain technology is one of the most vital and exciting technologies available today. It can transform the business world and the organizations' functions. It offers several possibilities to flourish existing businesses, grow entirely new ones, and severely disrupt traditional organizations. This chapter aims to study the applications of blockchain in procurement, to improve at the same time effectiveness and sustainability, and to define its critical success factors. The chapter presents a model and then describes its application in a real business case. It highlights the critical challenges in this blockchain implementation and the potentials of blockchain in managing sustainable procurement in support of utilities. This blockchain application is for smart metering. The blockchain solution contributes to the three bottom lines: economic, social, and sustainable. It can help support sustainable procurement, reduce errors, improve organizational functions and procedures, and prevent fraud. The chapter includes some challenges and their possible remediations.

The Recovery Umbrella in the World of Elite Sport: Do Not Forget the Coaching and Performance Staff

In the field of sports science, the recovery umbrella is a trending topic, and even more so in the world of elite sports. This is evidenced by the significant increase in scientific publications during the last 10 years as teams look to find a competitive edge. Recovery is recognized to be an integral component to assist athlete preparation in the restoration of physical and psychological function, and subsequently, performance in elite team sports athletes. However, the importance of recovery in team staff members (sports coaches and performance staff) in elite sports appears to be a forgotten element. Given the unrelenting intense nature of daily tasks and responsibilities of team staff members, the elite sports environment can predispose coaches to increased susceptibility to psycho-socio physiological fatigue burden, and negatively affect health, wellbeing, and performance. Therefore, the aim of this opinion was to (1) develop an educational recovery resource for team staff members, (2) identify organizational task-specific fatigue indicators and barriers to recovery and self-care in team staff members, and (3) present recovery implementation strategies to assist team staff members in meeting their organizational functions. It is essential that we do not forget the coaching and performance staff in the recovery process.

Free-to-Fee Transformation of Industrial Services

Industrial firms venturing into services is a common phenomenon in B2B markets. However, companies are often unable to monetize many such services, thus incurring high costs of service provision without benefiting from revenue generation in return. To address this critical but little-studied problem, we investigate how industrial firms can transform existing free services into for-fee offerings. Employing a theories-in-use approach, we explore leading global firms via a cross-section of B2B industries, including automotive, maritime, material handling, medical equipment, mining and construction tools, and petrochemicals. Contingent on the empirics, we precisely characterize and define free industrial services. Based on the internal and external challenges that firms face in free-to-fee (F2F) transformations, we develop a typology classifying free services into four distinct categories: Front-runners, Tugs of War, In-house Shackles, and Dead Ends. For each category, we provide empirical illustrations and identify critical actions and activities that firms deploy to successfully implement F2F transformations along the dimensions of structures, processes, people, and rewards. Thus, we offer guidance on how to overcome both external and internal challenges. Our findings demonstrate that F2F transformations of industrial services are not isolated marketing, sales, or pricing activities but require a concerted effort among all organizational functions involved.

Resolusi Konflik Sosial Keagamaan Masyarakat Pulau Raam Kota Sorong, Papua Barat

The harmony of the life of the Butonese and other ethnic groups was disturbed by the presence of Pelangi PAUD, the Pentecostal Church, and the Foreign Congregation on Raam Island. The purpose of this research is to describe the potential for community conflict in Raam Island, Sorong City by uncovering the factors that trigger the potential for conflict and finding alternative harmonization of the Raam Island community. Data were collected qualitatively through semi-structural in-depth interviews, non-participatory observation, and documentation. This research shows that First; The socio-religious conflict began when the management of the Pelangi PAUD Foundation broke a promise to involve Muslim teachers to teach early childhood students. Second; The construction of the Pentecostal Church which was deemed not in accordance with the existing regulations, the atmosphere became increasingly cloudy when the Church congregations were not local residents and were not known. Harmonization solutions can be done by strengthening the organizational functions of the FKUB to be improved both among the people of Raam Island and the government. Socialization of the Joint Regulation of the Minister of Religion and the Minister of Home Affairs concerning the Maintenance of Religious Harmony, Empowerment of Religious Harmony Forums, and the Establishment of Houses of Worship.

Possibility of realizing Green Innovation by Urban Social Enterprises in Indonesia

This study examines environmental innovation as a prominent strategic issue in the current development of business practices. According to preliminary studies, profit-based business practices are used to determine the success of environmental innovation as superior competitiveness. Countries in Asia prioritize business development based on economic development, with social and environmental functions included in other agendas. However, this is contradictory with the phenomenon of Surabaya, where environmental-based urban social enterprises actors actually complement the role of the city government by carrying out the function of a hybrid organization (profit and social) with environmentally friendly practices. Therefore, this study aims to determine the possibility of urban social enterprises in Indonesia to obtain green innovation. This is a systematic research with 4 (four) strategic factors and conceptual models that makeup 6 (six) propositions formulated based on the scope of knowledge management theory and resource-based view. This conceptual model that connects green knowledge sharing, entrepreneurial orientation, dynamic capability, and innovation performance is still relatively rare and needs to be tested to determine its theoretical resilience. The novelty of this model is formulated from contextual urban and regional social enterprises in Indonesia, therefore, it is expected to provide ready-to-test opportunities to be duplicated in other urban areas in the world that have the same contextual organizational functions and environmentally friendly business base.

Empathic organizational culture and leadership: conceptualizing the framework

Purpose This paper aims to conceptualize and discuss empathic organizational culture and leadership along with organizational implications. Design/methodology/approach The authors reviewed literature to conceptualize empathic organizational culture and leadership. They referred to Hofstede’s organizational culture concept and studies on empathy to explore how leader–follower relationships are influenced by a leader’s empathic disposition. Findings Organizational leadership is instrumental in shaping employee performance. While work design, culture, peer support and resource accessibility are discernible, leadership style, control and others are covert. Leaders’ empathic attitudes and dispositions can positively influence organizational functions for improved performance. This review suggests that organizational culture should support growth, proper functioning and effective coordination between employees for improved organizational effectiveness. Research limitations/implications The authors conducted searches in leadership and management journals to help conceptualize leaders’ empathic disposition. Future researchers may explore other bodies of literature and the cultural demographic differences in exhibiting empathic leadership and its effectiveness. Researchers can explore how empathic culture relates to job motivation, satisfaction and commitment. The authors suggest that future research may explore how employees’ and supervisors’ behaviors and interactions can create an empathic organizational culture. Practical implications The authors identify the characteristics in an empathic leader to articulate the role of empathy in leadership. Alignment between person, group norms and organizational values is more important than the existence of culture. Originality/value Empathy is studied by researchers from various disciplines. Similarly, employee well-being has received attention from organizational researchers from many fields. However, researchers have given inadequate attention to conceptualizing an empathic organizational culture and its interrelationship with leadership. The authors offer a more positive perspective to the leader-member exchange (LMX) research by describing how leaders can sustain positive relationships with employees rather than the purely transactional exchanges that characterize LMX.

Prospects for the Development of Pedagogical Skills of Employees of the Children’s Health and Education Center

In the context of the changes taking place in Russian society, increasing requirements for the quality of health improvement and education in the system of additional education for children, heads of institutions and staff of methodological services want to have a real strategy for organizing activities to improve the professional level of teachers. The publications on this issue are a reflection of efforts to raise the professional level and methodological culture of teachers in this field, but they are largely spirited activities of the team of specialists and do not describe the whole process. The aim of the study is to develop an author’s system for evaluating the activity of teachers in supplementary education institutions for children to improve their professional skills and to evaluate the possibilities of stimulating this process. Methodology and methods. A personal-oriented and value-based approach was used. Research methods: analysis and generalization of scientific and methodological literature, legislative provisions of the education system and normative documents for supplementary education of children, study of reports of heads of methodical associations for the academic year 2019-2020, and observation Discussions with the administration and teachers of the children’s health and education centre. The results of the research are presented in the article. Priority directions in methodological activities of teachers of the Novosibirsk Department of Education.The organizational functions in the methodological associations for sports of the Department of Education and Science and factors for the management of teachers’ methodological activities are considered. A rating of teacher activity has been developed. A quantitative and qualitative analysis of teaching methods has been carried out, and internal and external factors affecting their effectiveness have been identified. Conclusion. The results of the study can be used in such municipal institutions to organize the professional development of teachers.

Developing human factors metrics and tools to support design and management of production

This dissertation takes an exploratory look at the role of human factors (HF) metrics within an electronics manufacturing organization by focussing on three objectives: 1) determining company stakeholder views of HF metrics, metrics development and HF application, 2) developing a workstation level HF assessment tool for light assembly work, and 3) creating a tool that reports the level of HF integration and maturity in an organization. Mixed methods were used in an action research framework. Research at the case organization was predominantly qualitative and included field notes, audio recordings, and company documents. Identified gaps between engineering and HF metrics were due to HF metrics focussed more on health and safety measures and activities being completed, gaps in the understanding of HF contributions, and the need for new HF tools to generate reporting measures. Five identified themes affecting HF metrics development included 1) knowledge of engineer processes and of HF principles, 2) connection of metrics to the organization, 3) support of the organization and of the information to the organization, 4) resource availability and limitations, and 5) communication format of metrics information. Collaborative user-centered development of a workstation efficiency evaluator tool helped determine data of interest and effective communication of output variables for users. Design stage inputs create outputs that include HF and system information. The tool performed well in a comparison to an observation-based analysis and also demonstrated tolerance to input errors on workstation outcomes. The developed Human Factors Integration Tool assesses HF maturity across organizational functions. Face and content validity of the tool were tested in field testing and workshops. Participants communicated a need for the tool and its contents. Industry stakeholders found the consensus-based tool helped to establish the status of HF in the organization, plan projects to further develop HF capabilities, and initiate discussions on HF for performance and well-being. The created tools demonstrated approaches to the development of future HF tools. These dissertation findings illustrate the need for more HF metric work, including developing HF measures that contribute to organization metrics, and that the development of HF measures and processes need HF considerations in their development.

Developing human factors metrics and tools to support design and management of production

This dissertation takes an exploratory look at the role of human factors (HF) metrics within an electronics manufacturing organization by focussing on three objectives: 1) determining company stakeholder views of HF metrics, metrics development and HF application, 2) developing a workstation level HF assessment tool for light assembly work, and 3) creating a tool that reports the level of HF integration and maturity in an organization. Mixed methods were used in an action research framework. Research at the case organization was predominantly qualitative and included field notes, audio recordings, and company documents. Identified gaps between engineering and HF metrics were due to HF metrics focussed more on health and safety measures and activities being completed, gaps in the understanding of HF contributions, and the need for new HF tools to generate reporting measures. Five identified themes affecting HF metrics development included 1) knowledge of engineer processes and of HF principles, 2) connection of metrics to the organization, 3) support of the organization and of the information to the organization, 4) resource availability and limitations, and 5) communication format of metrics information. Collaborative user-centered development of a workstation efficiency evaluator tool helped determine data of interest and effective communication of output variables for users. Design stage inputs create outputs that include HF and system information. The tool performed well in a comparison to an observation-based analysis and also demonstrated tolerance to input errors on workstation outcomes. The developed Human Factors Integration Tool assesses HF maturity across organizational functions. Face and content validity of the tool were tested in field testing and workshops. Participants communicated a need for the tool and its contents. Industry stakeholders found the consensus-based tool helped to establish the status of HF in the organization, plan projects to further develop HF capabilities, and initiate discussions on HF for performance and well-being. The created tools demonstrated approaches to the development of future HF tools. These dissertation findings illustrate the need for more HF metric work, including developing HF measures that contribute to organization metrics, and that the development of HF measures and processes need HF considerations in their development.

The Rise of a New Public Bureaucracy in New Zealand?

One recurrent narrative in the discussion about managerial public sector reforms is the growth in organizational professionals as a response to new accountability regimes. New Zealand has experienced modest growth rates in the general public sector workforce. Less studied, though, is whether the composition of the public sector workforce has changed, with an increase in organizational functions supportive to management. Based on descriptive workforce data, followed by follow-up interviews, this article presents a multifaceted and complex picture of a growing new public bureaucracy with the main task of managing chains of accountability.