Managing workforce diversity at IBM: A global HR topic that has arrived

To be successful, global companies must continue to look toward the future, and CEOs, senior line and HR management, and diversity leaders play a key role in that process. Workforce diversity cannot be delegated; it must be a partnership. Although the HR team plays the key staff role, total delegation from the top, without active involvement, is a recipe for failure. IBM considers diversity a business imperative as fundamental as delivering superior technologies in the marketplace. To ensure that talented people can contribute at the highest possible level, the company insists on a workplace that is free of discrimination and harassment and full of opportunity for all people. © 2005 Wiley Periodicals, Inc.     

An integrated systems approach to environmental management: A case study of IBM UK

IBM UK's environmental performance, to date, has been impressive, and much has been achieved. This case study explores how that has been achieved with an emphasis on environmental management systems. It goes on to identify what more needs to be done and highlights possible impediments to further progress.     

Outsourcing a satisfied and committed workforce: a trucking industry case study

The steady growth of R&;D costs and the increasingly widespread dissemination of information and communication technology over the past decade have resulted in the affirmation of the paradigm of open innovation, which consists in the continual expansion of access to sources of technological innovation outside the firm itself. Industrial companies are, in fact, turning more frequently to collaboration with university departments and other public and private research centers, and there is a notable increase in agreements regarding technological cooperation and the exchange of know-how between companies. In addition, recourse to highly specialized small research companies is on the rise. This is common, for example in the pharmaceutical sector and, more generally, in the area of biotechnological research. Furthermore, we are witnessing the development of the new role of innovation broker. These factors alter the traditional profile of company R&;D structures, within which the role of researchers and technologists often changes. In particular, matrix and network organizational models are on the increase, and the professional figures of ‘integrators of knowledge and expertise’ (T-men) are assuming major importance at the expense of traditional scientists. As a consequence, the model for training and managing scientific personnel tends to change. This model, as it moves away from the prevailing pattern adopted by firms in Anglophone countries, is continually drawing closer, even from a cultural standpoint, to the R&;D management approach found in the Japanese and German companies. The aim of this article is to investigate how the adoption of open innovation has changed the organizational structures of R&;D and altered the methods used in managing its personnel. The results of the study are based on the analysis of four case studies of Italian multinational firms operating in the pharmaceutical, food, specialty chemical, and aerospace industries.     

Changing job boundaries and workforce reform: the case of teaching assistants

A prominent feature of the restructuring of work in the public services has been the growing importance of assistant roles. This article examines the regulation of teaching assistant (TA) roles in 10 primary schools. It examines entry into TA roles, the structure of TA roles and the consequences of TA roles for teachers and assistants. The article develops a series of arguments to explain the variations in the TA workforce between authorities and schools.     

A goal programming model for readiness and the optimal redeployment of resources

Organizations such as the military and those involved with disaster relief are vitally concerned with their ability to redeploy resources between various geographical locations in response to cataclysmic events. Measuring the effectiveness of a redeployment plan involves multiple objectives and differing priorities. The primary objective of redeployment is meeting requirements at affected locations with a secondary concern for transportation costs. In order to reflect these features, the problem is formulated as a goal programming model. Several variations of the model are investigated that can enhance its value. An example redeployment problem is formulated and solved to illustrate the approach.     

Rebalancing and Regional Economic Performance: Northern Ireland in A Nordic Mirror

Northern Ireland has been characterised as having an excessively large public sector. This characterisation has led some to explain poor regional economic performance in terms of ‘crowding out’. This diagnosis has been used to justify a policy of ‘rebalancing’ and the region copying its southern neighbour's lower rate of corporation tax. The experience of large public sectors in the Nordic economies seems however to suggest that higher public spending is not necessarily damaging. This argument is examined critically. Rodrik's comparative institutional analysis indicates that in the Nordics a large public sector was the result of building a successful tradable private sector rather than its cause. In terms of the possible ‘economic dividend’ from devolution we suggest that a Hayekian insight is better: no ‘silver bullets’ exist.     

Revolutionizing the workplace: A case study of the future of work program at Capital One

Today's workplace designs are being revolutionized due to the changing nature of work and worker profiles, the impact of technology, and the need for organizational efficiency and flexibility. Our case study of the Future of Work (FOW) program at Capital One highlights how thoughtful segmentation of work styles, supportive HR policy, customized workplace design, and the optimal use of technology can enhance knowledge work. FOW results show clear success in terms of increased employee satisfaction leading to improved organizational performance along with better real estate asset utilization and flexibility. To assist HR leaders and planners, we suggest a practical model that shows the impact of workplace design requirements on employee behavior and ultimately on organizational outcomes. © 2008 Wiley Periodicals, Inc.     

Translating socially responsible workforce reduction—A longitudinal study of workforce reduction in a Swedish company

This article seeks to add to our understanding of the significance and impact of processes of translation in the context of socially responsible workforce reduction. Abandoning the tendency among researchers and policy-makers to regard socially responsible workforce reduction as a stable feature or model that can be passed on and implemented in any organisation regardless of the local context, it will be claimed here that any attempt to understand what socially responsible workforce reduction means in practice must take account of the context in which it occurs and the processes whereby new ideas are imitated and translated by local actors. This claim will be supported by field data from a large Swedish company that has been undergoing extensive restructuring since the beginning of the 1990s. The implications of the article highlight the need for researchers to take account of the way workforce reduction practices are connected over time and to consider the space for translation available to local actors when it comes to defining the meaning of socially responsible workforce reduction in their own local context. The paper also contributes to our understanding of the interrelationship between the translation of such ideas and the processes of institutionalisation.     

Women at work: a case study of the insurance industry

This article reports the results of a survey of women employed in the Australian insurance industry. Three main issues are discussed: attitudes to work, experience at work and the role of the trade union in the workplace.     

Partnership at work and worker participation: an NHS case study

This article considers issues of workplace union strategy in a study of a National Health Service hospital trust in which the focus of the investigation is the ‘employee voice’ gains, or losses, arising from partnership and worker participation. The impact of government policy on local management and, in turn, employees’ opportunities to participate in organisational decision making is therefore the main theme explored in this analysis.     

Diffusion and scale dynamics: A case study

This paper examines the relationship between the diffusion of a major process innovation, oxygen steel-making, and the growth of plant sizes. As in some previous studies, a step-wise pattern of scale increases is observed; however, there is no stable correlation of these increases to cumulative capacity expansion, maximum plant sizes appear to have stabilized, and plants of widely dispersed capacities continued to be built as oxygen steel-making became the dominant technique, world-wide. Factors responsible for scale increase are analyzed; steadily growing equipment size, the addition of equipment to existing plants, and a wide range of minor innovations and adaptations have contributed to growth in plant capacities; in most instances, scale-up continued after the beginning of operations. It is concluded that the frequently-used concept of an optimal, or maximum feasible, plant scale remains ambiguous without reference to the specific technical and economic conditions of production systems, and that plant-size increases are fully dependent on continuing technological effort.     

Behind the veil: an exploratory study of the myths and realities of women in the Iranian workforce

Despite significant advancements, women executives and professionals have continued to complain about the existence of a glass ceiling in the UK, the USA, Canada and other countries that espouse equal employment opportunities. Little is known about the role and plight of women in the workforce in Islamic countries. In general, Western societies perceive the participation of women in the workforce and their upward career mobility as very limited in Islamic societies. This article seeks to address this limitation in the field by unravelling some of the myths and realities pertaining to women in the Iranian labour force. Based on interviews with 12 Iranians, reality checks were performed on five widely held perceptions of the status of women in Iran, including women's participation in the labour force, appointment to managerial/professional positions, representation in higher education, segregation in the workplace, and Islam's attitude towards non‐Muslims. These issues are discussed in the contexts of foreign direct investment in Iran and other Islamic countries. Implications for international human resource management, including the assignment of women expatriates to Iran and other Islamic nations, are also addressed.     

Public-Private Partnerships: A UK case study

Partnerships between the state and organized civil society are examined in one area of policy, 'social exclusion', in one part of the United Kingdom, England. The question of the various ojective served by partnership working is explored, followed by a review of the policy context at national and local level and the changes introduced by the Labour Government elected in 1997. The work of the Social Exclusion Unit is then reviewed, critical issues identified and performance evaluated. A lack of connectedness is diagnosed and a number of explanations - and potential remedies - considered.     

Increasing e-ordering adoption: A case study

e-ordering systems are currently widely adopted by organisations. Attractive business cases, however, tend to deteriorate when intra-organisational adoption lags behind as compliance of the intended individual behaviour is not achieved in a timely fashion. This paper shows the findings of an in-depth case study aimed at identifying the effectiveness of interventions in speeding up and/or raising compliance to the intended behaviour. In the case study, the effect of mandating system usage is shown to overcome the ‘benefit imbalance’ between individuals and organisational benefits. While enforcement resulted in an initial system usage, achieving intended behaviour required additional interventions. The paper closes with theoretical and practical implications.     

Graphical analysis and financial classification: A case study

This paper illustrates the use of graphical analysis as a complementary diagnostic tool in financial classification problems. For more than two decades statistical models have been used frequently to understand the information content of multivariate data in the context of financial classification. These statistical classification models can be complemented by the use of computer-generated multidimensional data displays and graphical analysis. We illustrate the use of the scatterplot matrix, which is the simplest and very effective form of graphical analysis on a sample of bankrupt and non-bankrupt firms. The paper demonstrates the complementary nature of the scatterplot matrix for tree-structured classification models.     

Academic spin-offs at different ages: A case study in search of key obstacles to growth

Support to enhance early growth of academic spin-off firms is at the core of many economic policies. Efficiency of this support has been recently questioned due to slow growth of spin-off firms in various European countries. However, despite many studies to improve support, there is virtually no empirical insight into resistance of obstacles that constrain growth over time and how this differs between distinct types of spin-offs. This article explores the incidence and nature of obstacles to growth in a cross-section and longitudinal approach, and uses Delft University of Technology (the Netherlands) as a case study. We find evidence that (1) the overall ability to overcome obstacles decreases at the age of four, most probably reflecting the rise of the so-called credibility juncture, and that (2) highly innovative spin-offs start with an accumulation of obstacles but move relatively quickly to sustainable growth. The paper concludes with recommendations for the design of new (renewed) incubation policies and for further research.     

Offshoring and backshoring: A multiple case study analysis

Motivations underscoring offshoring and backshoring are typically investigated as separate entities in the academic literature. This separation undermines a deeper comprehension of the two phenomena, and implicitly denies the conceptualization of backshoring as a possible step of the firm internationalization process. Our paper seeks to fill this gap by (1) understanding the relations (if any) among offshoring and backshoring motivations at firm level; (2) exploring whether backshoring is a “failure” of the offshoring initiative, or rather the evolution of the firm's competitive and location strategies. A content-based literature review provides the base for the identification of the key motives for offshoring and backshoring, which are then organised using a theory-grounded framework. Next, we conduct a multiple case study analysis based on four companies, searching for common patterns in offshoring and subsequent backshoring initiatives. Cases allow understanding how the motivations (Why) connect with the governance modes (How), and the location choice (Where). Building on the case findings, the paper presents some propositions for future empirical research.     

父与子:演绎IBM传奇历程

没有人会吝啬向IBM这样一家被尊为“典范”的公司表达自己的敬意与赞誉,980亿美元的年销售额,世界500强,遍布160多个国家和地区的业务范围……一个又一个闪亮的光环,让IBM这位蓝色巨人鲜亮夺目,光彩照人。然而,除去这些过于理性的数据统计,生活在21世纪的人们能够了解更多的是什么?是彭明盛(SamPamiSano)为其量身订做的“瘦身”清单?抑或是十年前“救火队员”郭士纳(LouGer-Stner)的力挽狂澜?现实的光环太耀眼了,以至于混淆了我们的视线。翻