Gendering occupational identities and IT in the retail sector

This article investigates the influence of gendered occupational identities in the social construction of skill and technology in a retail company introducing an IT system. It focusses on female shop floor supervisors and considers the impact that 'femininity' had on definitions of skill and role during a period of change.     

Automation,skill requirements and labour‐use strategies: high‐wage and low‐wage approaches to high‐tech manufacturing in the automotive industry

In light of debates about advanced manufacturing and concepts like Industrie 4.0, this article compares labour‐use strategies in highly automated automotive supplier plants in a high‐wage country (Germany) and a low‐wage region (Central Eastern Europe). It shows considerable differences regarding skill requirements on the shop floor and the use of precarious employment contracts and examines three potential factors that explain them: national institutional frameworks, the power of employee representatives and the role of the plant within the companies and value chains. The analysis shows that the labour‐use strategies depend less on process technologies per se, but rather on the institutional framework and the role of the factory in the rollout and ramp‐up of new products and new process technologies. Such a role requires close cooperation between employees in the manufacturing areas and in product development, which in turn requires particularly high skills. The role of employee representatives in influencing labour‐use strategies proves less important. The article uses quantitative data from a survey of employee representatives, as well as qualitative data from in‐depth company case studies.     

Collective and individual forms of resistance in a public–private partnership: a case study of National Savings and Investments

This paper examines resistance at National Savings, which operates on two levels: firstly, the collective actions of the trade unions and their members, and, secondly, individual recalcitrance on the shop‐floor. It is argued that imposed organisational culture change has created more acrimonious employment relations.     

Workload control under continuous order release

Workload control is a production planning and control concept specifically designed for complex manufacturing environments. Past research on Workload control has been essentially focused on discrete order release. This means that release of orders to the shop floor takes places on a periodic basis. Continuous order release has been somehow neglected, in spite of its apparent potential for improving system performance, including the reduction of order flow times. This paper presents a simulation study of this order release approach. The study contributes for improving the basis for setting workload norms, selecting the workload control strategy and deciding upon routing alternatives under continuous order release.     

Delivering Skills: Apprenticeship Program Sponsorship and Transition from Training

Many open‐shop contractors in the U.S. construction sector sponsor training cooperatively in unilateral multi‐employer apprenticeship programs. Their proponents view these coordinated efforts as an alternative to the training organized jointly by a union and signatory contactors. This paper uses a new data set to compare the performance of these program types in terms of the transition probabilities and durations of apprentices. It shows that in open‐shop multiple‐employer programs: (1) the completion rate is higher but still lags behind that of the union‐management programs; (2) quitters leave training before substantial build‐up of skills; (3) graduates complete requirements at a faster pace. While these results are disconcerting in view of the skilled labor shortage in construction, they are consistent with the open‐shop sector's preference to rely extensively on semi‐skilled workers.     

Cobacabana (control of balance by card-based navigation): A card-based system for job shop control

Existing card-based production control systems such as Kanban are mostly dedicated to repetitive production environments. Cards-based systems for job shop control are lacking, while particularly this industry segment shows a need for simple control systems. This paper aims at filling the gap by presenting a simple card-based system for job shop control, the Cobacabana (control of balance by card-based navigation) system. It is based on the concept of workload control (WLC), which has already proven its value in job shops. Developments towards more robust norms now allow for transforming the WLC concept into a simple card-based system, with loops of cards accompanying orders from release until completion at critical work centers. Cards returning from work centers authorize the planner to release new orders. A card-based display supports the planner with an overview of the shop floor situation, based on non-released cards. An additional loop of cards between sales and planning enables support of the order acceptance and due date promising function. A card-based acceptance display indicates what delivery dates are realistic, considering the current workload situation. Both the scientific roots of the system and practical implementation issues are discussed in this paper.     

Feel free to feel comfortable—An empirical analysis of ergonomics in the German automotive industry

The purpose of this paper is to examine ways to improve ergonomics on the manufacturing shop floor. In particular, the impact of certain ergonomic practices on companies' economic and social objectives is investigated empirically. In order to do so, a survey has been conducted among manufacturing managers of 55 companies in the German automotive industry. The managers have been asked about their estimations on harmful tasks within the production process and on the effectiveness of various practices in the context of ergonomics and health. Worker-oriented and work-oriented practices of ergonomics are operationalized using factor analysis. By means of a cluster analysis, companies with a high degree of implementation of ergonomic practices are identified. The analysis shows that plants with a higher implementation degree of ergonomic practices show a better performance in terms of economic and social objectives. Furthermore, the results reveal that work-oriented practices lead to better performance with respect to the investigated economic and social objectives, whereas worker-oriented practices play a supporting role only. Finally recommendations for manufacturing companies with regard to the field of ergonomics are derived from the empirical results.     

A study on the effect of the extent and location of protective capacity in flow systems

This research investigated in depth the effect of the level and the location of protective capacity relative to the location of the constraint through a simulation experiment. A production line with four stages is simulated. Location of the constraint, level of protective capacity, processing time variation and system down time are included as experimental factors. ANOVA is used for the analysis of the results, followed by Tukey's means test. The results show that protective capacity has a significant effect on shop performance, however with diminishing returns. The location of the constraint resource also plays a significant role in shop performance. The results also indicate that the extent of benefits derived from protective capacity or constraint location depends on the level of variability and system downtime.     

Effects of Skill and Attitudes on Employee Performance and Earnings

This study uses original survey and archival data from factory and office employees in one firm to relate differences among individual employees' performance to differences in their skill and attitudes about work, and to test the association between employees' earnings and their performance, skill, and attitudes. We suggest that the way in which skill and attitudes affect performance will depend on the type of work that is done. The main results show that among factory employees, those who have on-the-job training and longer experience receive better performance ratings than those without training and with less experience. Factory employees' earnings depend on their performance, following the human capital model of wage determination. Among office workers, training and experience do not significantly affect performance ratings; instead, higher-rated employees have more positive attitudes about work. Office employees' earnings depend on their classroom training, experience, and attitudes, but not on their rated performance.     

"Managing" Learning by Doing: An Empirical Study in Semiconductor Manufacturing

This article examines the contributions of human resource and organizational practices to the development and supply chain management interface. It addresses this issue in the context of the semiconductor industry by highlighting the importance of these practices for learning‐based improvement in manufacturing. One of the most important factors for competitiveness in the semiconductor industry is the ability to manufacture new process technologies with high yields and low cycle times. The more effective management of new process technologies within the manufacturing facility aids firms in managing production costs, volumes, and inventories. Efficient management of new process development and introduction translates into enhanced internal supply chain management performance by improving the design of internal workflows, manufacturing performance, and the acquisition and installation of new manufacturing processes. Because much of the knowledge that underpins semiconductor manufacturing is idiosyncratic, however, firm‐level differences in human resource and organizational practices are likely to have consequences for performance. The article derives learning curve models of the rate of improvement in manufacturing yield (i.e., the rate of learning) and cycle time (i.e., the speed of production) following the introduction of a new process technology in a manufacturing facility. It then tests the influence of the use by semiconductor manufacturers of teams for problem solving and intrafirm knowledge transfer, the level of internal adoption of information technology (IT), and more extensive and effective workflow and production scheduling systems on manufacturing performance. It finds that the manners in which semiconductor manufacturers allocate engineering resources to problem‐solving activities, utilize information technology in the manufacturing facility, schedule production, and control the “shop floor” influence the levels and rates of improvement in both manufacturing performance measures. The article makes several contributions to the literature on product and process development and, accordingly, to research on the product development/supply chain interface. In particular, the model of organizational‐based learning provides a better understanding of the determinants of learning‐based performance improvement. In particular, better manufacturing performance results not strictly from greater cumulative volume but also from the actions of managers that affect the organization of establishment‐level problem‐solving activities and information exchange. The article also demonstrates that human resource and organizational practices in both the development and the adoption of new process technologies improve manufacturing performance by accelerating new product introduction, improving workflow, and enhancing the efficiency of manufacturing processes.     

The roles of political skill and intrinsic motivation in performance prediction of adaptive selling

Previous studies have long recognized and examined adaptive selling as an effective behavior. Although some studies have assumed and revealed moderating factors that impact the effectiveness of adaptive selling behavior, few studies have examined an individual's skill as a moderator on this effect. This study focuses on political skill as a type of skill that has been recently found to have positive effects on sales performance. Furthermore, this study includes intrinsic motivation as an additional moderator that enables political skill to be invested in effective selling behavior. Our analysis of 249 salespeople and 145 supervisors in a matching sample largely supports our hypotheses that the positive effects of adaptive selling behavior on sales performance are highest when both political skill and intrinsic motivation are high. As political skill represents a skill related to intraorganizational behavior, this study complements the traditional view found in the literature on selling behavior, which only focuses on customer-directed interaction.     

Opportunities to reconsider decision making processes due to Auto-ID

This work aims at studying new opportunities held by Auto-ID technologies in the operation and logistic management. On the one hand, these new information technologies will speed up information flows, and on the other hand, doing the shop floor and the product flow more visible will allow reconsidering centralised decision making processes. In this paper, a quick presentation of the RFID technology is done, after what drawbacks of classical centralised control systems are pointed out. Then, we address a way to improve a classic kanban control system, by using kanban cards as an informational/decisional entity in order to enrich shop-floor information/decision.     

Firm–specific competencies determining technological innovation: A survey in Greece

This paper investigates the ‘importance’ and ‘awareness’ of firm–specific competencies as determinants of technological innovation in the context of a European newly industrialised country. A literature–based portfolio model was developed including 17 established innovation–determining factors, related to the firm’s technical, market, human resource and organisational competencies. The ‘importance’ of those factors as determinants of innovation in the Greek industry was tested with a survey of 105 manufacturing firms. Using correlation and regression analyses the author classified the competencies into ‘major importance’, ‘moderate importance’ and ‘unimportant’ ones. ‘Major importance’ determinants of innovation included the intensity of R&D, strength in marketing, proportion of university graduates and engineers in the staff, proportion of staff with managerial responsibility, proportion of professional staff with previous experience in another company and incentives offered to the employees to contribute to innovation. The ‘awareness’ of the important competencies differentiating Greek innovative companies was tested by comparing the above ‘objective’ results with the perceptions of the responding managers. The perceptual analysis confirmed the importance of the statistically–driven variables at the aggregated level. At the level of the individual variables, a number of inconsistencies were identified. The managers overestimated the importance of international work experience of professional staff and of training and underestimated the importance of the potential contribution of shop–floor employees. Relating the results to the Greek institutional context, the study’s general finding was that the important determinants of innovation were scarce in the Greek business environment. The highly innovative companies were the ones to overcome country–specific innovation barriers, such as negligible industrial R&D, general weakness in marketing, outdated educational system, limited labour mobility and cultural problems with involving shop–floor employees in the innovation process.     

‘We can only request what's in our protocol’: technology and work autonomy in healthcare

This article explores the tension between standardization and autonomy raised by the implementation of new technology in healthcare organizations. The theoretical frame of this study is grounded in the impact of new technologies on work organization, routinization and autonomy across settings. Empirically it presents evidence from two NHS Trusts in England that implemented a national Electronic Patient Record (EPR). The paper aims to reinvigorate the debate on the tension between standardization and autonomy in professional workplaces such as healthcare. It argues that the implication of technology in professional work conditions processes of task routinization that constrain autonomy, and enables reallocation of discretion between professional groups. We argue that routinization is not restricted to low‐skill work but may travel across contexts and be evidenced in high‐skill work environments. The interplay between routinization and autonomy is also useful in drawing insights concerning the dynamics of change that occur in professional work.     

State estimation of a shop floor using improved resampling rules for particle filtering

Operational inefficiencies in supply chains cost industries millions of dollars every year. Much of these inefficiencies arise due to the lack of a coherent planning and control mechanism, which requires accurate yet timely state estimation of these large-scale dynamic systems given their massive datasets. While Bayesian inferencing procedures based on particle filtering paradigm may meet these requirements in state estimation, they may end up in a situation called degeneracy, where a single particle abruptly possesses significant amount of normalized weights. Resampling rules for importance sampling prevent the sampling procedure from generating degenerated weights for particles. In this work, we propose two new resampling rules concerning minimized variance (VRR) and minimized bias (BRR). The proposed rules are derived theoretically and their performances are benchmarked against that of the minimized variance and half-width based resampling rules existing in the literature using a simulation of a semiconductor die manufacturing shop floor in terms of their resampling qualities (mean and variance of root mean square errors) and computational efficiencies, where we identify the circumstances that the proposed resampling rules become particularly useful.     

Legacies,Conflict and ‘Path Dependence’ in the Former Soviet Union

This article analyses management–union–worker relations in a foreign‐owned Moldovan clothing factory. Studies of post‐socialist industrial relations have focused on explaining labour quiescence, advancing ‘path dependence’ and ‘Soviet legacy’ arguments. These draw attention to strong links between management and unions, and weak relations between the latter and workers. We show how the union has, in one case, drawn creatively on Soviet legacies to develop strong articulation between itself and women workers. This was part of a wider adaptive strategy within which the union transformed the meaning of previous functions and developed novel ones. The outcome is a well‐organized representative union capable of challenging management at the negotiating table, as well as on the shop floor. This seems unlikely to be universal but equally unlikely to be unique.     

Optimally locating in-house logistics areas to facilitate JIT-supply of mixed-model assembly lines

In modern-day production systems, ever-rising product variety poses a great challenge for the internal logistics systems used to feed mixed-model assembly lines with the required parts. As an answer to this challenge many manufacturers especially from automobile industries have identified the supermarket-concept as a promising part feeding strategy to enable flexible small-lot deliveries at low cost. In this context, supermarkets are decentralized in-house logistics areas in the direct vicinity of the final assembly line, which serve as intermediary stores for parts. Small tow trains are loaded with material in a supermarket and deliver parts Just-in-Time to the stations lying on their fixed route. This paper discusses the general pros and cons of the supermarket-concept and treats the decision problem of determining the optimal number and placement of supermarkets on the shop floor. A mathematical model is proposed, an exact dynamic programming algorithm presented, and the validity of the proposed approach for practical purposes as well as the trade-off resulting from fixed installation and maintenance cost is investigated in a comprehensive computational study.     

Price Controls and Market Structure: Evidence from Gasoline Retail Markets

In this paper we study the effect of price floor regulations on the organization and performance of markets. The standard interpretation of the effects of these policies is concerned with short‐run market distortions associated with excess supply. Since price controls prevent markets from clearing, they lead to higher prices. While this analysis may be correct in the short‐run, it does not consider the dynamic equilibrium consequences of price controls. We demonstrate that price floor regulations can have important long‐run effects on the the structure of markets by crowding them and creating endogenous barriers to entry for low‐cost retailers. Moreover, we show that these factors can indirectly lower productivity and possibly even prices. We test this in the context of an actual regulation imposed in the retail gasoline market in the Canadian province of Québec and show that the policy led to more competition between smaller/less efficient stations. This resulted in lowered sales, and, despite the reduction in efficiency, did not increase prices.     

Factors influencing employee perceptions in lean transformations

The purpose of the study was to investigate employee perceptions during a lean transformation.¹ The combination of case study and survey methodologies was used to define elements influencing the perceived lean success of shop floor employees. According to our findings, belief, commitment, work method and communication all have a considerable direct impact on workers' perceptions of lean success. However, their effects are very different based on the scope and focus of changes that is influenced by process characteristics. Perceptions regarding successful lean transformation during a moderate reorganisation of the company's welding plant, where mainly males work, are affected only by commitment and work method, whereas the deep reorganisation of the sewing plant (populated by female employees) is only influenced by belief and communication.     

The Flip Side of Organized Decentralization: Company‐Level Bargaining in Denmark

The Danish collective bargaining system is often considered a good example of organized decentralization. It has been characterized as a centralized decentralization suggesting a reproduction of sector‐level bargaining relations at company level. A recent survey on company‐level bargaining in the Danish industrial sector confirms this hypothesis with regard to the experiences of local managers and shop stewards. However, part of the survey also questions whether the reproduction will continue in the future. Small‐ and medium‐sized enterprises and their employees tend to miss out on the mutual benefits obtained through company‐level agreements. Furthermore, shop stewards often find it difficult to gain employee support during negotiations, which jeopardizes their bargaining relations with management.