The coordination roles of relief organisations in humanitarian logistics

The number of organisations involved in relief work in general and humanitarian logistics specifically is large and increasing, creating new complexity. In this paper we analyse different types of coordination and roles in two case studies of the humanitarian cluster system based on its initial development and the Kenyan Post-election crisis. The different and unclear roles of the organisations create significant problems before and after cluster activation and deactivation. Individual organisations take on many roles in the cluster system and beyond it in terms of coordination. The clarity of the roles affects the need for and ease of coordination. We suggest a simple basic categorisation of roles as a starting point for developing this concept in the field of humanitarian logistics and connect this to coordination.     

Desired goals and actual outcomes of e‐HRM

Much discussion exists in the academic literature about the potential goals of e‐HRM, but few scholars have looked at whether these goals are actually realised and what factors have an impact on this. This study examined the goals stated by organisations for the introduction of e‐HRM, whether these goals were actually achieved, and the factors affecting this through ten case studies in a range of UK organisations. The results demonstrated that e‐HRM is introduced in order to improve efficiency, service delivery, standardisation and organisational image, to empower managers and transform HR into a more strategic function. Efficiency, service delivery and standardisation goals were commonly realised. Some evidence of a transformational impact of e‐HRM was found, as the HR staff had more time and information to support the organisation in achieving its business strategy. However, no evidence was found of an actual increased involvement of HR in business decision making.     

Social Order in a Fragile State: Rio's Favelas

A peculiar social order exists in the favelas of Rio de Janeiro, where the drug factions that control them permit humanitarian activity which curbs drug use and faction affiliation. This article provides an institutional perspective on faction control of the favelas where a lack of government presence fosters faction legitimacy among residents. Allowing humanitarian organisations to operate in the favelas creates common knowledge among residents within a large coordination game where factions signal a desire to cooperate. Legitimisation among residents improves faction profits, while residents benefit from ‘law and order’, public services and public goods that are not provided by the state.     

Impact of changes in regulatory performance standards on innovation: A case of energy performance standards for newly-built houses

This paper explores the impact of changes in prescribed performance standards on innovation in an industry characterised by loosely coupled systems. Using a case of energy performance standards for newly-built houses, it investigates how changes to these standards have affected the innovation of houses, combining qualitative and quantitative data from the Netherlands. The key finding is that standardisation does not only increase the amount of innovation conducted in an industry while achieving societal goals, such as improving energy efficiency. It also triggers different types of innovation. While innovators in the investigated field prefer incremental innovations which can be integrated easily into existing ways of building houses, tightened requirements require systemic innovations, meaning that processes and organisations need to be changed. Additionally, we find that ambitious performance standards can also impact the organisation of an entire sector: they can force integration, the tightening of couplings between firms, in order to achieve systemic innovation.     

Exploratory analyses of relief and development operations using social networks

We use social networks to explore how structural factors affect humanitarian organizations’ performance in relief and development operations. Analyses of two recent humanitarian disasters show that having pre-established partnerships among implementers, a central coordinator, high connectivity, and few structural holes facilitates coordination and improves performance. Similarly, cost efficiency analyses of 757 development programs reveal that (i) high performance of donors and beneficiaries is positively related to the amount of implementers they interact with, and (ii) programs connected by common actors are more cost efficient. Finally, short path lengths and frequent connections among actors or programs improve performance in humanitarian operations.     

Applying the marketing concept to cultural organisations: an empirical study of the relationship between market orientation and performance

A recent trend in nonprofit organisations is an emphasis on business management and concepts. This paper examines the application of the marketing concept to nonprofit arts organisations through an analysis of the relationship between market orientation and organisational performance. Data were collected from arts organisations in two large Canadian cities, and a structural equations model was developed to test the impact of marketing activities and culture on three performance variables (customer satisfaction, peer reputation and resource attraction). The analysis shows that the model fits the data well and that six hypotheses pertaining to the relationship between market orientation and organisational performance were supported. The study concludes that those organisations that implemented more market‐driven activities into their marketing plans were more likely to develop a market‐oriented internal culture. A market‐oriented culture not only predicted a growth in resources and higher levels of customer satisfaction, but also a growth in reputation among peers. Copyright © 2002 Henry Stewart Publications     

基于社会资本的科技资源共享研究

科技资源包括科技人力、科技财力、科技物力和科技信息等资源,其产品的经济属性存在差异。科技资源共享包括共享目标、共享能力与意愿、共享技术和共享组织四个基本要素,并且在共享过程中既产生共享的收益,又产生共享的成本。社会资本在科技资源共享中具有增强科技资源集聚、提高科技竞争能力、形成集群创新等正向效应。与现有研究成果不同,本文还认为社会资本对科技资源共享同样存在负向效应,具体表现在弱化科技资源集聚和引发共享中的寻租行为两个方面。据此,本文构建了基于社会资本的科技资源共享框架模型,并认为需要建立市场调节、沟通协调、监督管理三方面的机制,以此发挥社会资本的正向效应、抑制社会资本的负向效应。     

Mediating and catalysing innovation: A framework for anticipating the standardisation needs of emerging technologies

The development of technology strategies are often supported by strategic frameworks. Although standards can be critical in fostering technological innovation, particularly by supporting knowledge diffusion, their importance is often neglected by commonly used strategic frameworks. This paper presents a framework which uses the knowledge that needs to transition between key anticipated innovation activities to anticipate potential standardisation needs for emerging technologies. The framework draws attention to strategic considerations and dimensions that might otherwise be overlooked, including different types of standards; standardisation stakeholders; the alignment, coordination, and sequencing of standards; and how these all change over time. A technology roadmapping based framework was used because it explicitly characterises the alignment, coordination, and sequencing of innovation activities (over time) and can be configured to draw out information against the other above strategic considerations and dimensions. The principles and utility of the framework are demonstrated in three contrasting case studies: synthetic biology, additive manufacturing, and smart grid. These show how standards mediate between innovation actors by codifying and diffusing knowledge and can enhance and catalyse innovation. The proposed framework can be used to reveal where standards might be used to support innovation, better characterise the types of standards needed, identify the stakeholders needed to develop them, and highlight any potential alignment, coordination, and sequencing issues related to standardisation activities.     

Sustainable humanitarian supply chain management – exploring new theory

Disaster response operations aim at helping as many victims as possible in the shortest time, with limited consideration of the socio-economic context. During the disaster rehabilitation phase, the perspective needs to broaden and comprehensively take into account the local environment. We propose a framework of sustainable humanitarian supply chain management (SCM) that facilitates such comprehensive performance. We conceptualise the framework by combining literature from the fields of sustainable and humanitarian SCM. We test the framework through an analytic induction process by means of multiple case studies of four relief organisations. Our framework suggests that supply chain design needs to be aligned not only to relief organisations’ enablers, but also to the population's long-term requirements as well as any socio-economic and governmental contingency factors. A good fit between these dimensions leads to sustainable performance. The framework provides an instrument for relief organisations to achieve sustainable performance in the disaster rehabilitation phase.     

Metrics: HRM's Holy Grail? A New Zealand case study

What gets measured in business is noticed and acted on. The importance of human resource management (HRM) to be noticed as a vital key to business success has been argued profusely by the HRM profession over the last three decades. While the importance of human resource (HR) measurement is not disputed by business managers, the search for meaningful generic HR metrics is like HRM's Holy Grail. The purpose of this research is to investigate the issues confronting a sample of business organisations concerning measurement issues. It examines the current measurement practices used and their HR measurement needs. Developing appropriate HR measures, in terms of adding value, allows organisations to refocus their resources for leverage. Inappropriate measures simply encourage inappropriate behaviours not in the long‐term interests of the business. We know that HRM is less prepared than other business functions (like finance or management information systems) to quantify its impact on business performance. Our results suggest that HR metrics as the Holy Grail of HRM remain elusive. This research signals the importance of developing relevant and meaningful HR measurement models, while acknowledging that the actual metrics used (unlike accounting measures) may vary from business to business.     

我国城市网格化管理的研究与展望

网格化管理是城市管理过程中的一项革命和创新。网格化管理的技术是人为将城市管理辖区按照一定的标准划分成单元网格,利用先进的信息技术和管理方法实现高效能的资源共享和协同办公。论文从我国城市网格化管理的角度,综述了其概念特色、管理模式、技术组成等方面的论文,旨在为网格化管理理念推广于社区治理、数字化城市管理、绩效评估等领域开拓道路。     

The role of strategic HR practices in organisational effectiveness: an empirical investigation in the country of Jordan

This study responds to the call of researchers, and is conducted in a non-western context in the country of Jordan. The study contributes to our understanding of human resource (HR) practices' impact on organisational effectiveness. The empirical analysis is based on theoretical prepositions that motivated employees through good HR practices stay longer and contribute positively to the overall financial performance of organisations. Rigorous statistical testing of the data on the population of financial firms shows that careful recruitment and selection, training and internal career opportunities have a positive impact on reducing employee turnover. Training, in particular, is found to have a strong positive impact on financial performance measured by return on assets and return on equity. Furthermore, the findings provide strong support for the direct approach in strategic HR management–performance research that a group of best HR practices will continuously and directly generate superior performance. Despite such compelling arguments, however, we did not find evidence to support the notion that a bundle of HR practices impact better on financial performance than individual HR practices. It is possible that the optimal configuration may not only be contingent on national context, but could be due to the sector and the specific characteristics of the firm.     

A methodology toward manufacturing grid-based virtual enterprise operation platform

Virtual enterprises (VEs) have become one of main types of organisations in the manufacturing sector through which the consortium companies organise their manufacturing activities. To be competitive, a VE relies on the complementary core competences among members through resource sharing and agile manufacturing capacity. Manufacturing grid (M-Grid) is a platform in which the production resources can be shared. In this article, an M-Grid-based VE operation platform (MGVEOP) is presented as it enables the sharing of production resources among geographically distributed enterprises. The performance management system of the MGVEOP is based on the balanced scorecard and has the capacity of self-learning. The study shows that a MGVEOP can make a semi-automated process possible for a VE, and the proposed MGVEOP is efficient and agile.     

西部部分地区共享经济发展现状分析--以一定范围内调研为例

共享经济通过人人参与的方式,将闲置资源通过网络平台进行有效配置,符合创新、协调、绿色、开放、共享的理念。不同地区的共享经济发展模式和资源配置存在不同的特点。为了解共享经济在新疆地区发展面临的机遇与优势,合理优化配置资源,论文对一定范围内不同职业者进行问卷调查,分析共享经济平台在发展过程中的限制因素,对适合新疆部分地区资源优化配置的共享经济平台的发展策略进行分析。     

重庆市轨道交通四网融合路径探讨

多层次轨道交通融合发展是都市圈一体化建设的一大趋势。本文提出“功能互补、衔接高效、资源共享、运营一体”的四网融合发展思路,并结合重庆实际总结出“功能有机协调、通道资源整合、线路互联互通、枢纽便捷换乘、运营组织协调”五大融合发展路径,以期为相关研究提供参考。     

Balancing provision of relief and recovery with capacity building in humanitarian operations

Several humanitarian organizations today find themselves thinly stretched in multiple protracted relief and recovery operations around the world. At the same time, the need for humanitarian relief and recovery operations is forecasted to increase dramatically in the next decades. Hence, humanitarian organizations will face increased challenges to provide assistance (e.g., assessing needs, moving the displaced, tending the wounded, restoring water and sewage systems) while trying to build and maintain capacity (e.g., hiring and training people, capturing lessons learned, structuring organizational processes). In this paper we develop a formal simulation model that quantifies the tradeoff that exists between providing assistance and building capacity in humanitarian organizations. We explore in our model the performance of two polar resource allocation strategies: one focusing on relief and recovery efforts and another focusing on capacity building. When humanitarian organizations cannot retain the knowledge gained in the field, a strategy that emphasizes relief and recovery is not enduring and leads to a better-before-worse behavior. However, if humanitarian organizations can retain a large fraction of the lessons learned in the field, they can achieve more enduring performance with a relief and recovery strategy. Nevertheless, high stress levels, caused by relief requirements significantly above those which can be made available by the organization, increase personnel turnover and limit the fraction of learning that the organization can retain, imparing a relief and recovery strategy. Our work sheds light on the tradeoff that humanitarian organizations face between providing relief and building capacity in stressful and demanding environments.     

How Does Executive Strategic Human Resource Management Link to Organizational Ambidexterity? An Empirical Examination of Manufacturing Firms in China

Despite a plethora of studies that demonstrate the positive impact of strategic human resource management on firm performance, existing knowledge of the processes through which such gains can be achieved remains limited. This study aims to extend our knowledge by investigating the mechanism through which a teamwork‐oriented executive strategic human resource management system impacts organizational ambidexterity. Specifically, by integrating the resource‐based view and information‐processing theory, we examine the mediating role of top management team effectiveness and the moderating role of knowledge–sharing intensity from middle managers to top management teams. Drawing on a multiple‐source and multiple‐respondent survey from 144 manufacturing firms in China, we show that top management team effectiveness partially mediates the effect of the executive strategic human resource management system on organizational ambidexterity. Moreover, knowledge‐sharing intensity from middle managers to top management teams strengthens the effect of the executive strategic human resource management system on organizational ambidexterity. © 2016 Wiley Periodicals, Inc.     

To have and to hold: modelling the drivers of employee turnover and skill retention in Australian organisations

This paper examines the determinants of employee turnover and long-term skill retention in Australian organisations. Three new perspectives are examined: the difference between short-run turnover and long-term retention; the role of different high performance work systems philosophies and human resource practices; and an examination of turnover for various groups of employees based on skill level. The results suggest that the role of learning within organisations is of fundamental importance in reducing short-run turnover and improving long-term skills retention. A series of training and human resource practices have also been found to be important for individual-specific skill categories, but general conclusions for all skill categories cannot be readily made. Finally, different drivers to short-term turnover maybe at play when retention is considered from a long-term strategic perspective.     

The perception of difficulty in project-work planning and its impact on resource sharing

Managers both competent and willing to share resources can be critical to the performance of the multi-project settings increasingly common to modern organizations. Drawing on theoretical perspectives from the psychological ownership literature, we examine the impact of project manager (PM) task self-efficacy and perceptions of project work-planning difficulty on resource sharing behaviors. In this study we use a laboratory experiment involving practicing PMs to elicit work assignments for their subordinate team-members across a series of predefined projects. We control for the difficulty of these assignment tasks and follow-up by inquiring into the willingness of the PMs to share human resources that they’ve assigned to work in these projects. The results from the experiment involving 161 professional PMs suggest that difficulty in project work-planning in general has a significant impact on sharing behaviors. Consistent with the implications of psychological ownership theory, this relationship is significantly moderated by project managers’ task self-efficacy. Theoretical and practical implications of these results are discussed.     

Small firms and internationalisation: learning to manage and managing to learn

Small firms contribute significantly to the UK economy, but most research into learning and work features the experience of large organisations. This article focuses on learning and work in small organisations. An interpretive framework relating to organisational learning is derived from the literature. Data on learning in small firms that internationalise are analysed to assess the extent to which models of organisational learning are applicable to the context and challenges they face. The article suggests that the large firm model of learning is inappropriate; the distinctive culture and communication systems of small organisations require different approaches to the acquisition, transmission and interpretation of knowledge. Tacit knowledge, developed through informal learning, is a priority and learning through local business networks is more important than participation in formal programmes. Advocacy of human resource development (HRD) practices based on conventional theories of organisational learning, therefore, may hinder rather than encourage performance in small organisations.